What is Onboarding? A Complete Guide to Employee Onboarding Process

Employee onboarding goes beyond paperwork and first-day introductions; it is a strategic process that greatly influences a new hire’s success. Whether you’re an HR professional looking to improve your program or a manager seeking insights, this guide will provide essential information to help you transform onboarding into a powerful tool for employee engagement and retention. Invest in effective onboarding to unlock your team’s full potential.

Onboarding is vital for integrating new hires into your organization. In this guide, we’ll define onboarding, highlight its importance, and explore effective practices. Research shows that strong onboarding can improve retention by 82% and boost productivity by over 70%. Yet, many companies struggle to create programs that genuinely prepare new employees for success.

We will review the key elements of effective onboarding, starting with pre-boarding activities and covering the entire new hire journey. Investing in a strong onboarding experience sets the stage for a thriving workforce.

What Is Onboarding?

Onboarding is the strategic process of integrating new employees into an organization, transforming them from outsiders to fully functioning insiders. It goes beyond basic orientation and paperwork to encompass a comprehensive system of activities, training, and support that typically spans the first 3-12 months of employment.

The process begins before the new hire’s first day, with pre boarding activities like sending welcome materials and setting up workstations. Once on board, employees are introduced to their role, team dynamics, and company culture through structured learning experiences. This includes practical elements like benefits enrollment and technology setup, alongside cultural integration through team building and mentorship programs.

Effective onboarding serves multiple critical purposes: it helps new hires understand their responsibilities and performance expectations, establishes strong relationships with colleagues, builds cultural alignment, and provides the tools and knowledge needed for success. Research shows that organizations with robust onboarding programs experience 62% greater new hire productivity and 50% better new hire retention.

The ultimate goal of onboarding is to help employees become fully productive team members who understand their role in advancing organizational objectives.

New Employee Onboarding

New employee onboarding helps new hires become productive team members through organized activities tailored to each role.

The process starts before their first day with paperwork and workspace setup. On the first day, new employees are welcomed and introduced to their team and key stakeholders.

As they adjust to their roles, they receive hands-on training and clear guidance on job expectations. Ongoing development activities include check-ins and evaluations at 30, 60, and 90 days.

The goal is to ensure new hires understand their roles, build strong relationships, and have the resources they need to succeed.

Employee Onboarding Process – Main Steps

Company Policies and Benefits Orientation

Introducing new hires to essential organizational policies, procedures, and benefit programs through comprehensive documentation and interactive sessions. This includes reviewing the employee handbook, explaining workplace rules, safety protocols, and compliance requirements. HR teams guide employees through benefits enrollment, covering health insurance, retirement plans, paid time off policies, and additional perks. This step ensures legal compliance and helps employees understand their rights and responsibilities while making informed decisions about their benefits package.

Role Clarity and Expectations

Establishing clear job responsibilities, performance metrics, and success criteria for the new position. Managers work with employees to define specific goals, deadlines, and deliverables for their first 30, 60, and 90 days. This includes reviewing reporting relationships, communication channels, and decision-making authority. Clear role definition helps prevent confusion, reduces anxiety, and sets the foundation for successful job performance while aligning individual objectives with departmental and organizational goals.

Training Implementation

Developing and executing a structured training program that equips new hires with necessary skills and knowledge. This includes technical training for specific tools and systems, along with soft skills development for improved workplace communication and collaboration. Training may include a mix of self-paced learning modules, hands-on practice sessions, shadowing experienced employees, and formal workshops. Regular assessments help track progress and identify areas needing additional support.

Cultural Integration

Immersing new employees in the organization’s values, mission, and workplace culture through deliberate exposure and engagement. This involves sharing company history, success stories, and organizational traditions while demonstrating how values translate into daily operations. Activities might include culture workshops, team building exercises, and meetings with company leaders. Effective cultural integration helps new hires understand unwritten norms and behaviors that drive organizational success.

Social Connection Development

Facilitating meaningful relationships between new hires and their colleagues through structured networking opportunities and mentorship programs. This includes arranging introductory meetings with key stakeholders, assigning buddy systems for informal guidance, and organizing team social activities. Strong social connections help combat isolation, accelerate learning curves, and build support networks that enhance job satisfaction and long-term retention.

How long does onboarding take?

The duration of employee onboarding varies significantly across organizations and roles, but typically spans between three months to one year for full integration. While administrative onboarding (paperwork, system access, basic training) may take just a few days to weeks, professional and cultural onboarding requires a longer-term approach.

A common framework follows the “30-60-90 day” model: First 30 days focus on basic orientation, understanding responsibilities, and initial training. The next 30 days emphasize deeper role immersion, relationship building, and beginning to contribute independently. By 90 days, employees should be functioning effectively in their roles with regular performance feedback.

However, most researches show that complete proficiency often takes 8-12 months, particularly for complex roles or senior positions. Some organizations extend formal onboarding through the first year with scheduled check-ins and milestone reviews. The duration ultimately depends on factors like role complexity, industry requirements, organizational size, and the individual’s prior experience.

Studies indicate that organizations with longer, structured onboarding programs achieve 62% greater productivity from new hires and significantly higher retention rates compared to those with shorter programs.

What does onboarding mean for a job? Why is it important?

For a new job, onboarding represents the strategic process of integrating employees into their roles and the organization’s culture. It encompasses everything from paperwork and training to relationship building and cultural assimilation, serving as the bridge between hiring and full productivity.

Effective onboarding is crucial for several reasons: First, it significantly impacts retention – organizations with strong onboarding programs retain 82% of their new hires and see 70% higher productivity levels. Second, it reduces time-to-productivity by providing structured learning and clear role expectations. Third, it helps prevent costly turnover, as 20% of employee turnover occurs within the first 45 days without proper onboarding.

Beyond metrics, onboarding builds psychological safety and belonging. It helps employees understand their contribution to organizational goals, establish key relationships, and develop confidence in their roles. Companies investing in comprehensive onboarding see higher employee engagement, stronger team collaboration, and better overall performance outcomes. This initial investment in employee success often determines the trajectory of their entire tenure with the organization.

Best Practices

1. Job Description Accuracy: Create detailed, realistic job descriptions that outline core responsibilities, required skills, and performance expectations. Regular reviews ensure descriptions evolve with roles and maintain accuracy for future hiring.

2. Digital Documentation: Implement a comprehensive digital system for onboarding materials, including interactive guides, video tutorials, and essential documents. Ensure secure, organized access through user-friendly platforms.

3. Clear Onboarding Schedule: Develop structured timelines mapping orientation activities, training sessions, and key meetings. Include deadlines for paperwork completion and specific milestones across the first 90 days.

4. Essential Information Prioritization: Strategically sequence onboarding content to deliver critical information first. Focus on immediate role requirements before introducing broader organizational knowledge and long-term objectives.

5. Policy Information Access: Create centralized digital hubs containing company policies, compliance requirements, and procedural guidelines. Include search functionality and regular updates to maintain accuracy.

6. Tools and Equipment Setup: Coordinate with IT to prepare workstations, software access, and necessary equipment before start dates. Include detailed setup guides and technical support contact information.

7. Team Integration: Design structured opportunities for new hires to connect with team members through planned activities, collaborative projects, and informal social events.

8. Mentorship Program: Establish formal mentorship pairings between experienced employees and new hires, including clear guidelines, meeting schedules, and engagement expectations.

9. Leadership Engagement: Schedule regular interactions between new employees and senior leaders through informal chats, team meetings, and dedicated Q&A sessions.

10. Self-Service Resources: Build comprehensive knowledge bases with searchable FAQs, tutorials, and troubleshooting guides. Update content regularly based on common questions and feedback.

11. Progress Tracking: Implement systematic assessment methods to monitor onboarding progress, including performance metrics, feedback surveys, and milestone achievement tracking.

12. Group Onboarding: Organize cohort-based orientation sessions to build peer relationships and maximize resource efficiency while maintaining personalized attention.

13. Long-term Development Planning: Create individualized growth plans outlining skill development opportunities, career advancement paths, and specific learning objectives.

14. Milestone Setting: Establish clear performance benchmarks and achievement targets for 30, 60, and 90-day periods, with specific success metrics for each stage.

15. Regular Check-ins: Schedule consistent feedback meetings between new hires, supervisors, and HR to address concerns, track progress, and adjust onboarding plans as needed.

Challenges during new employee onboarding process

Despite well-planned onboarding programs, organizations face several significant challenges when integrating new employees. Information overload is a common issue, where new hires become overwhelmed by excessive documentation, policies, and training materials in their first few weeks. This often leads to reduced retention and increased anxiety.

Remote onboarding presents unique difficulties in building company culture and social connections. Virtual interactions can limit organic relationship development and make it harder for new employees to absorb unwritten organizational norms and practices.

Resource constraints often impact onboarding effectiveness. Limited time from managers and mentors, insufficient training materials, or inadequate technology infrastructure can create gaps in the onboarding experience. Additionally, maintaining consistency across departments while allowing for role-specific customization requires careful balance.

Speed of integration versus quality presents another challenge. Organizations must balance the pressure to get employees productive quickly with the need for thorough training and cultural assimilation. Rushing the process can lead to mistakes, poor performance, and early turnover.

Communication gaps between HR, management, and new hires can result in missed expectations and unclear responsibilities. This is particularly challenging in matrix organizations or when remote teams are involved. Regular feedback collection and progress tracking also prove difficult, especially when managing multiple new hires simultaneously.

Onboarding Software

Onboarding software streamlines and automates the employee integration process through digital platforms. These tools manage documentation, track progress, and coordinate onboarding activities while reducing administrative burden and human error.

Modern onboarding platforms offer features like digital document signing, automated task assignments, progress tracking dashboards, and integration with HR systems. They typically include customizable onboarding workflows, self-service portals for new hires, and analytics capabilities for measuring program effectiveness.

Key benefits include reduced paperwork, consistent process delivery, improved compliance tracking, and better data management. Many platforms also facilitate remote onboarding through virtual orientation modules, video conferencing, and digital resource libraries.

Popular solutions include Workday, BambooHR, DocuSign, and ADP Workforce Now, offering varying capabilities from basic documentation management to comprehensive talent management integration.

Conclusion

Effective employee onboarding is crucial for organizational success, directly impacting retention, productivity, and long-term employee engagement. A well-designed onboarding process transforms new hires into confident, productive team members while building strong cultural connections and professional relationships.

Our team specializes in developing customized onboarding programs that align with your organization’s unique needs and culture. From creating comprehensive documentation and training materials to implementing digital onboarding solutions, we help streamline the entire process while maintaining personalized attention for each new hire.

Let us help you build an onboarding program that reduces time-to-productivity, enhances employee satisfaction, and drives better business outcomes. Contact our HR consultants today to discuss your onboarding needs and discover how we can support your organization’s growth through effective employee integration.

New Year’s Greeting on the Year 2025 from Recruitment.by Team

Dear friends, colleagues, partners and clients!

With sincere joy and warmth, we congratulate you on 2025! For us, 2024 has become a year of growth, achievements, and positive changes that would not have been possible without your support, trust, and cooperation.

Results of 2024

The past year has been a landmark for the company Recruitment.by

1. Website Redesign
One of our key projects in 2024 was redesigning the website recruitment.by. We tried to make it even more convenient, modern, and useful for anyone looking for IT professionals or considering career opportunities. The new structure, fresh design and improved functionality have helped us to become closer to our clients and candidates.

2. Team Growth
Today, our company employs more than 34 full-time professional recruiters with 7 to 12 years of experience in IT recruiting. These experts understand the needs of businesses and developers and can find talented specialists for any task and technology.

3. Working with Advanced Technologies
We are proud to help our clients find specialists in all key areas, from the traditional technology stack to the most innovative, such as Blockchain and WEB3. It confirms our deep expertise and willingness to work with the most complex and ambitious projects.

4. Expansion of Services
In 2024, we successfully developed EOR (Employer of Record) and outstaffing, offering our clients flexible solutions for team management and business expansion. It has allowed many companies to scale efficiently and launch new projects without exceeding their budget.

5. Customer Recommendations
Due to the high quality of our work and personalized approach, our clients continue to leave only positive feedback about us. This motivates us to improve and confirms that we are moving in the right direction.

6. Deep Understanding of Business
We understand that every job and company’s needs are unique. That is why our approach always remains individual, and the result is guaranteed high.

A Look into the Future

2025 opens up many new opportunities for us, and we are ready to conquer even higher peaks with you! Our plans include:

Further automating and optimizing recruitment processes to reduce the time required to close vacancies.
To develop areas related to WEB3, artificial intelligence and cybersecurity, responding to the challenges of a rapidly changing market.
We aim to strengthen ties with our clients and expand the geography of work, opening up new horizons for Belarusian IT specialists.
We will continue to improve our website and create useful content for users so that you can get up-to-date information and find the best specialists in Belarus even faster.

Thanks to Everyone Who is with Us

We express our great gratitude to each of you:

Clients who trust us to select their teams. Your trust is our main incentive to work even harder.
To candidates who choose us as a guide to new career heights. We are proud of your success!
Partners who, together with us, create an ecosystem that promotes the development of the IT industry.

We appreciate your contribution and are confident that 2025 will be even more productive and successful for everyone.

Please Accept Our Wishes!

May 2025 bring you new horizons, inspiration, and achievements! We wish each of you good health, well-being, and inexhaustible energy to conquer new heights. May all your projects be successful, and may every day bring joy and new opportunities.

Thank you for being with us!

With love and respect,
The team Recruitment.by

Where HR is Trained in Belarus

In today’s world, where human resources are becoming a key factor in company success, the training and development of specialists in human resources management (HR) are of particular importance. As a country with developed education and a growing labour market, Belarus offers various training opportunities in this important area. In this article, we will look at key educational institutions and programs that help future HR professionals acquire the necessary knowledge and skills to successfully cope with the challenges they face in a dynamic market.

Who is an HR Specialist

An HR specialist (Human Resources) is a professional engaged in personnel management in a company. They aim to attract, develop, and retain employees and create comfortable working conditions. An HR specialist plays an important role in ensuring the effectiveness of the team and the organization as a whole.

The Main Tasks of an HR Specialist:

1. Staff Selection:

Search for and attract candidates for vacant positions.
Conducting interviews and evaluating the professional and personal qualities of applicants.
Adaptation of new employees in the company.

2. Staff Development:

Organization of training and training.
Development of career development programs.
Employee performance assessment.

3. Corporate Culture Management:

Formation of a positive climate in the team.
Conducting events to strengthen team spirit.
Participation in the formation of the company’s values and mission.

4. Administrative Work:

Conducting personnel records management (registration of employment contracts, accounting of working hours, vacations, etc.).
Monitoring compliance with labour legislation.

It should be noted that a human resources specialist can perform these functions in the company in the case of a division of competencies between an administrative employee and an HR specialist.

5. Motivation Management:

Development of motivation and bonus systems.
Conducting employee satisfaction surveys.
Conflict resolution.

Key Qualities of an HR Specialist:

Communication skills and the ability to build trusting relationships.
Organization and attention to detail.
Analytical mindset for evaluating candidates and managing processes.
Emotional intelligence for understanding and working with people.

An HR specialist is a link between employees and the company’s management. HR specialist’s professionalism determines how effectively the team and, therefore, the company will work.

Higher Education Institutions that Train HR Specialists

The speciality “Personnel Management” (analogue of an HR specialist) can be obtained in Belarus either through an existing higher education or as a first higher education.

For example, as a first-year higher education student, you can study personnel management at MITSO International University (Department of Economics and Management) and the Belarusian State Agrarian Technical University (Department of Information Management, Marketing and Accounting).

The Master’s degree in Human Resources Management Technologies, as the next stage of higher education, is available at the BSU Institute of Business.

Retraining Based on Higher Education

As a refresher course based on higher education (or undergraduate students), the speciality “personnel management” can be obtained both by correspondence and full-time in the following educational institutions:

Academy of Management under the President of the Republic of Belarus.
Institute of Advanced Training and Retraining of Economic Personnel
Belarusian State Economic University
The Belarusian Trade and Economic University of Consumer Cooperation. Faculty of Advanced Training and Retraining.
Institute of Advanced Training and Retraining of Personnel of the Educational Institution “Gomel State University named after F. Skorina”.
Institute of Advanced Training and retraining in the field of informatization and management technologies of the BSU.
Institute of Advanced Training and Retraining of Personnel of the Educational Institution “Mogilev State University named after A.A. Kuleshov”.
Institute of Advanced Training and Retraining of the MITSO International University.
BNTU branch “Institute for Advanced Training and Retraining in new areas of technology, Technology and Economics”.
Belarusian University of Trade and Economics of Consumer Cooperation, Faculty of Advanced Training and Retraining.
Institute of Business of the BSU.

There is no opportunity to get an HR specialist education in Belarusian colleges.s.

Where Else Can HR Skills be Trained

There are professional development courses in Belarus where an HR specialist can improve his skills, gain in-depth knowledge, and specialize in a certain field.

For example, you can become an HR specialist in the IT field after the distance learning course “IT HR” at the IT Academy. Graduates of the courses can take associate/junior HR vacancies. To study such courses, there is an “entry threshold”: you need to know English perfectly (from Pre-Intermediate and above), as well as have a specialized education in the field of personnel management, six months of experience in recruiting or personnel management in the IT field, or relevant experience from a year in another company, not in the IT field.

Graduates of the course participate in the Employment Program and can receive bonus job training.

Business courses “Here and Now” present webinar programs, training courses, and advanced training in personnel management. Such courses are suitable for company managers who want to improve their competencies in HR and are specialists in companies. Classes are held online on the record.

The educational and personnel centre “New Tomorrow” conducts offline, online, and individual HR management courses in Minsk, where you can obtain an HR manager qualification.

You can take a remote or offline HR management course at the Institute of Business Technologies in Minsk.

These are just examples of possible courses.

Online Training and International Programs

You can access russian and international resources in Belarus with training programs for HR specialists. Here are some of them:

Coursera and EdX

International platforms with HR courses. Some programs are available in Russian.

Popular courses: “Fundamentals of Personnel Management”, “Leadership and Coaching”.

LinkedIn Learning

Courses for HR specialists with certificates recognized by employers.

Skillbox and GeekBrains

Russian platforms offer online courses with an emphasis on practical skills.

If you want to delve into the topic, you can choose training based on your interests: recruitment, employee training, organizational culture, or labour legislation.

Why it is Important for HR Specialists to Learn Constantly

Training for HR professionals is an important element of their professional development for several reasons:

1. Updating Knowledge and Skills
The field of personnel management is constantly changing. New methods, technologies, and legislation require HR specialists to update their knowledge constantly. Training helps them keep track of current trends and apply them in practice.

2. Deepening Professional Competencies
Specialists can deepen their knowledge in key areas such as recruiting, talent development, performance management, and organizational development. This expands their professional horizons and allows them to cope more effectively with the assigned tasks.

3. Developing People Skills
HR professionals need strong communication and interpersonal skills. Their training may include courses on negotiation, conflict resolution, coaching, and other similar skills, which make them more effective in working with a team.

4. Improving Competitiveness
Training and obtaining certificates increase the value of a specialist in the labour market. Employers often give preference to candidates who have additional qualifications and a willingness to develop.

5. Mastering New Technologies
Technology and process automation are increasingly being used in modern HR. Training allows you to master new tools and platforms, which improves work efficiency.

6. Understanding Legislative Changes
Laws and regulations in labour and employment may change. The training helps HR specialists keep abreast of legislative changes, which minimizes risks for the company and ensures compliance with all standards.

7. Networking
Participation in training programs, conferences and seminars provides an opportunity to establish contacts with other HR professionals, which can lead to the exchange of experience and new opportunities for cooperation.

8. Personal Growth
Training contributes not only to professional but also to personal changes. It helps develop self-confidence, the ability to work in a team, and the ability to make decisions, which is important for success in any professional field.

Thus, training for HR specialists improves their professional skills and helps them stay relevant in the rapidly changing business world.

How HR Specialists in Belarus Can Improve their Level of Knowledge

HR specialists in Belarus can improve their knowledge and professionalism using different approaches. Here are some recommendations:

1. Online courses and Training

Platforms:

Coursera, EdX, Udemy, and LinkedIn Learning are international platforms offering courses on HR management, leadership, recruitment, analytics, and other aspects of HR.
Laba and Skillbox are Russian—language platforms with HR and soft skills courses.

Topics to explore:

The basics of HR are recruiting, adaptation, training, and developing employees.
HR analytics: working with data, KPIs, and metrics.
Organizational development: change management, corporate culture, labour legislation (especially relevant for Belarus).

2. Attending Professional Events

Participate in HR conferences, forums, and workshops.
For example:

The annual HR Brand Award is a competition and event held by the HeadHunter company.
Conferences and HR events in Minsk and other cities.
Online forums and webinars from international HR associations (e.g. SHRM, CIPD).

3. Membership in Professional Communities

Join HR groups and associations:

International associations: SHRM, CIPD, ATD.
Professional groups on LinkedIn and Telegram to share experiences.

4. Reading Specialized Literature

Recommended books:

“Personnel Management” by Gary Dessler.
“100% HR” by Mikhail Gumenny.
“How the Best Manage” by Laszlo Bock (on Google’s approach to HR).
“The Work of the Brain” by John Medina (on neuroscience in management).

HR articles and blogs:

Foreign: HBR (Harvard Business Review), SHRM Blog.
Local: HR portals of Belarus and the CIS.

5. Practice and Skill Development

Work on real projects: automation of HR processes, implementation of a training system, creation of an EVP (Employee Value Proposition).
Participation in volunteer projects related to HR.
Development of flexible skills: communication, conflict management, coaching.

6. Knowledge of the Local Context

Study the labour legislation of Belarus, as well as the specifics of taxation and personnel records management.

Keep track of changes in the labour market: trends, popular professions, and salaries.

7. International Certification

Consider getting certificates:

SHRM (Society for Human Resource Management).
CIPD (Chartered Institute of Personnel and Development).
HRCI (Human Resource Certification Institute).
Agile HR from ICAgile (if flexible methodologies are of interest).

8. Feedback and Mentoring

Find a mentor from among the more experienced HR specialists.

Get regular feedback from colleagues and employees to improve your skills.

9. Tools and Technologies

Master modern HRM systems: BambooHR, SAP SuccessFactors, Workday.
Learn data analysis tools (Excel, Power BI).
Develop knowledge in digital HR: automation and artificial intelligence in recruitment.

10. Language Skills

Improve your English language proficiency — this will open up access to international materials, vacancies and communities.

Conclusion

HR specialists have several opportunities to get an education and improve their level, from university programs to specialized courses and training. Given the dynamism and development of the field of personnel management, it is important to continue to learn and develop.

Public and private educational institutions offer a variety of programs covering all aspects of HR. Online education also provides flexibility and accessibility, which is especially important today.

Now that you have familiarized yourself with the main training places and formats, you can make an informed choice that will help you develop your skills and become a successful HR specialist. Continuing education is not only an investment in your career but also an opportunity to make a real contribution to the development of organizations and society as a whole.

Who is a Non-Resident Foreigner

The status of non-resident foreigners in Belarus is an important issue in today’s globalized world. As more people choose to live, work, or do business here, questions about their legal status often arise.

Who is considered a non-resident foreigner? What rights and obligations do they have in Belarus? This article will define non-resident foreigners and discuss the regulations regarding their employment.

Understanding these aspects is essential for legally hiring foreign citizens and ensuring compliance with the law, which helps prevent issues like deportation and entry bans, making their experience in Belarus smoother.

Why is it Important to Understand What the Status of a Non-Resident Foreigner Is

Understanding a non-resident foreigner’s status is essential for employers and job seekers in today’s globalized labor market. Here are key reasons why this knowledge matters:

1. Legal Aspects of Employment

Non-resident foreigners must follow different legal requirements than country residents. Employers should ensure compliance with visa procedures and work permits to avoid legal issues and sanctions.

2. Adaptation to the Workplace

Non-resident foreigners may face cultural differences when adjusting to a new workplace. By understanding their status, employers can implement support programs like language training and mentoring, which can improve team effectiveness and reduce turnover.

3. Motivation and Retention of Employees

Foreign employees may have unique expectations and needs related to their status. Understanding these aspects helps employers create conditions that will increase employee satisfaction, such as offering flexible work schedules, assistance with housing, and other opportunities.

4. Expanding the Talent Pool

Given the high competition for qualified personnel, information about the processes of employing foreigners can give a company a competitive advantage and diversify the workforce.

5. Compliance with Tax and Social Security Obligations

Working with non-resident foreigners also requires understanding tax laws and social security obligations, which may differ from the standard ones. This knowledge helps prevent fines and ensures the company complies with local laws.

The status of a non-resident foreigner is not just a legal necessity but an important element of strategic human resource management that contributes to the formation of a diverse and highly effective team.

Which Foreigners are Non-Residents in Belarus

Non-residents of Belarus include foreigners who meet all the criteria:

They are not citizens of Belarus.
Do not have a permanent residence permit in Belarus.
Have a document on permanent residence in another country.
They are temporarily in Belarus: up to 183 days in total in a calendar year.

Non-resident foreigners can enter Belarus with a valid passport if a visa-free regime exists. Otherwise, a visa is required. However, foreign employees of High-Tech Park resident companies may stay visa-free for up to six months each calendar year.

Do Non-Resident Foreigners Pay Taxes in Belarus

In Belarus, non-resident foreigners do not pay taxes on their income. When they receive income from Belarusian companies and individuals, taxes are withheld and transferred to the budget by the party that pays the income. It does not apply to some cases when non-resident foreigners sell real estate in Belarus. In this case, they usually pay income tax on the sale at a rate of 13%.

Features of Attracting Personnel from Non-Resident Foreigners

When hired by a Belarusian company, a non-resident foreigner receives the status of a tax resident of Belarus when the employment contract is concluded for more than six months. In this case, the foreigner ceases to be a non-resident six months after starting work in the company.

A Belarusian company must take several steps to allow a foreign employee to work legally in the country.

Step 1. Check the entry ban and entry document

First, a company that wants to invite a foreign employee must check whether the foreigner is included in the list of persons who are prohibited or undesirable to enter Belarus. You can check this information for free on the Ministry of Internal Affairs of Belarus’s website.

You should also ask the employee to check the validity of his document for travelling abroad: such a document must be valid.

Employees entering Belarus should be informed that they need at least 50 basic units (2,000 rubles or about 570 euros) for one month before receiving their salary.

Step 2. Prepare a draft employment contract

This document must be sent to the territorial division of the Ministry of Internal Affairs – the Department of Citizenship and Migration, along with other documents so that the employee can legally work in Belarus.

Step 3. Obtain a special permit to hire a foreign employee

A special permit is issued by the Department of Citizenship and Migration where the hiring company is located, but it is not always necessary. Hired managers involved in the company’s creation and highly qualified workers are exempt from this requirement.

Highly qualified workers are foreigners with advanced skills, relevant education, and at least five years of confirmed work experience. Each year, the Ministry of Labor and Social Protection of Belarus publishes a list of positions for highly qualified foreign workers who can work without a special permit.

In the employment contract, which is also submitted to the Department of Citizenship and Migration, the salary of a highly qualified employee must be indicated as no less than five minimum wages per month. It is 3,130 rubles (approximately 880 euros) per month, based on the minimum wage in Belarus in November 2024 is 626 rubles.

Step 4. Determine the employee’s temporary place of residence

The company can compensate the employee for housing costs, not a place of residence for him or her, or use the company’s housing, if any.

The application for a temporary residence permit must include the foreign employee’s temporary residence address and be submitted to the Department of Citizenship and Migration at that location.

Step 5. Obtain employee health insurance

Foreign workers must be insured by an insurance company cooperating with medical centers.

Step 6. Apply for temporary residence

Next, to hire an employee, the company submits an application for a temporary residence permit for the employee to the Citizenship and Migration Department at the employee’s place of residence.

Highly qualified employees can obtain a temporary residence permit for up to 2 years, while others can receive one for up to 1 year. For foreign workers hired by a High-Tech Park resident company in Belarus, the permit lasts for the employment contract duration plus 2 months after its termination.

What Should a Non-Resident Foreigner in Belarus Pay Attention to

To successfully work and adapt in Belarus, foreigners should comply with labor laws, permits, tax and insurance obligations, and medical insurance requirements. Following these regulations and local customs will create a more comfortable living and working environment.

For non-resident foreigners who come to Belarus for work or a long-term stay, it is important to consider several aspects of the country’s labour relations and general stay rules. Here are the key points to pay attention to:

1. Obtaining Permits and Visas

To work in Belarus, foreigners need a temporary or residence permit, and in some cases, a work permit obtained by their employer. Some nationalities can enter visa-free for up to 30 or 90 days, but a long-term stay always requires an official permit.

2. Employment Сontract and employee Rights

In Belarus, foreign workers must have an official employment contract that specifies working conditions, rights and responsibilities, contract duration, payment terms, and social guarantees.

What is important to consider in an employment contract:

Amount of work and schedule.
The procedure for calculating wages and payment terms.
Social guarantees, including vacation and sick leave.
Terms of termination of the contract and payments in case of early termination.

A foreign employee in Belarus has the same rights as Belarusian workers, including protection from unlawful dismissal and the right to social security.

3. Taxes and Insurance

Foreign citizens working in Belarus are required to pay income taxes. In Belarus, this is an income tax at a standard rate of 13%. In addition, 1% of the employee’s income is deducted from pension insurance.

The employer must provide the foreign employee with mandatory social insurance, which covers temporary incapacity for work, disability, and other insurance risks. The employer pays social contributions of 34% of the wage fund.

4. Medical Insurance

To stay and work in Belarus, foreigners must have medical insurance that covers basic medical services and hospitalization. Usually, employers provide medical insurance, but this should be clarified in advance.

5. Rules of Stay and Registration

Upon entering Belarus, a foreigner must register at the place of temporary stay within 10 days. The administration usually does this if a foreigner lives in a hotel or farmstead. If a foreigner lives independently, he/she must contact the nearest citizenship and migration department for registration. It can be done online for free.

It is also important to follow the stay rules and not exceed the terms specified in the visa or temporary residence permit.

6. Social and Cultural aspects

Belarus has its cultural traditions and norms of behaviour. Respecting local customs and laws and observing public order and rules of behaviour in public places is important.

Calculating Severance Pay

The issue of calculating severance pay when dismissing employees is an important topic for every employer who wants to comply with labour laws and maintain a positive image of their company. Severance pay is financial compensation paid to an employee in the event of dismissal of an employment contract. The amount of severance pay can vary depending on various factors, such as the reasons for dismissal, work experience, and internal company policies. Understanding the procedure for calculating severance pay not only helps to avoid legal risks but also helps to build trust with employees. This article will cover the main aspects of calculating severance pay, including government requirements, common practices, and recommendations for employers.

What is Severance Pay

Severance pay is monetary compensation that an employer pays to an employee upon dismissal in certain cases. This benefit can be provided for various reasons, including downsizing, company liquidation, or dismissal by agreement of the parties.

In What Cases does an Employer Pay Severance Pay

There are cases when state requirements provide severance pay to employees upon dismissal.

In other cases, the employer has the right to pay an employee severance pay upon dismissal when provided for by the company’s internal documents or an agreement concluded with the employee (for example, in an employment contract).

Severance Pay Amount

The Labor Code establishes the minimum severance pay amounts. Severance pay cannot be paid below these amounts. The employer can pay severance pay in an amount greater than required by legal regulations when an increased amount is provided for in the company’s local documents or in an employment contract or agreement with the employee.

The Main Aspects of Severance Pay:

1. Purpose
Severance pay is intended to support the employee during the transition between dismissal and finding a new job. It helps alleviate the financial difficulties an employee may face after losing their job.

2. Amount
The amount of severance pay may vary depending on several factors, such as:

State requirements regarding the amount of severance pay.
Work experience in the company.
Reasons for dismissal (e.g. layoffs or dismissal at one’s own initiative).
Internal rules and regulations of the company or a collective agreement, if any.

3. Legal Framework
Different countries and regions have laws and regulations governing the procedure and amount of severance pay. For example, in some countries, severance pay is mandatory by law, while in others, it can be determined by agreement of the parties.

4. Documentation
To receive severance pay, the employee must, as a rule, officially resign by signing the relevant documents. It is also important to ensure transparency of calculations and execution of all necessary documents regarding the dismissal.

5. Payment of Severance Pay by Agreement with the Employee
In some cases, employers may offer severance pay additionally as part of the compensation package for employees who resign on their own or by agreement of the parties.

Severance pay is not only a way to comply with state requirements and internal company rules but also to maintain the company’s reputation by demonstrating concern for its employees and respect for their contribution to the organization.

Mandatory Payment of Severance Pay and Its Minimum Amounts

The Labor Code of Belarus provides for cases of mandatory payment of severance pay upon dismissal and the minimum amounts of such benefits. The minimum amounts of severance pay and grounds for dismissal when it is necessary to pay severance pay:

Not Less than Two Weeks’ Average Salary

Not less than two weeks’ average earnings, severance pay is paid when:

1. The employer has violated the terms of the collective agreement, employment contract, and legal labour regulations, and the employee has been dismissed for this reason. Such violations by the employer must be recorded in a document of the state regulatory body that has the right to establish violations of legal regulations. For example, the labour inspection or the prosecutor’s office can establish the fact of violations on the employer’s part.
2. When the employee refuses to be transferred to work in another location with the employer. Another location is another settlement.
3. When the employee refused to continue working due to a change in essential working conditions.
Essential working conditions include remuneration systems, working hours, including the establishment or cancellation of part-time work, changes in guarantees, reductions in wages, an offer to enter into a contract with an employee working under an employment agreement concluded for an indefinite period, the establishment or cancellation of remote work, as well as other conditions that are established for the employee by the Labor Code.
The employer must notify the employee of changes in essential working conditions no later than one month in advance.
4. When the employee refused to continue working due to a change in the owner of the property and (or) reorganization (merger, accession, division, spin-off, transformation) of the company.
5. When the employee refused to work due to the lease of the company’s property.
6. When the employee refused to work due to transferring the company’s shares (shares in the authorized capital) into trust management.
7. When the employee’s health condition prevents him from performing the work he was hired for.
8. When it turns out that the employee does not have the qualifications to do his job.
9. When the employee is called up for military or alternative service.
10. When a court order reinstates the previous employee, the employee hired to replace the previous one is dismissed.

Not Less than One Average Monthly Salary

Such severance pay is paid to the employee when he refuses to continue working due to a change in a certain essential working condition: working hours, namely, when the employee has been assigned working hours less than half the normal working hours.

The normal working hours for healthy adult employees without special family obligations is 40 hours per week. Accordingly, less than half of such employees have less than 20 working hours per week.

Not Less than Three Average Monthly Salaries

Severance pay in the amount of not less than three average monthly salaries is paid:

1. To the employee when he is dismmised in connection with the company’s liquidation, the closure of a branch or representative office in another locality, or staff reduction.

The liquidation or layoff procedure must be formalized with documents. In particular, employees must be notified about the layoff at least two months in advance and offered another job when there is a staff reduction.

2. When dismissing the head, his deputies, and the company’s chief accountant in connection with a change in the company’s owner, leasing the company as a property complex, or transferring shares (interests) in the company to trust management, the new owner or manager pays the severance pay.

In the Amount of Two Average Monthly Salaries

In the amount of two months’ average earnings, severance pay (compensation) is paid to the employee under the following conditions, which must be met simultaneously:

1. The company is going into liquidation or laying off staff.
2. The parties to the employment contract have agreed to replace the notice of dismissal with compensation.

When the employee has already been notified of the layoff 2 months in advance or earlier, and the employer initiates the compensation payment, the compensation amount is calculated in proportion to the time remaining until the end of the two-month notice period.

Situation and Calculation Example:

Let’s assume that an employee was informed on October 1 that his position would be cut in two months, i.e., his last working day is November 30. According to the Labor Code, the employee was warned for two months. However, on November 1, for example, the employer offered to dismiss the employee early, paying compensation for the remaining time until the end of the notice period (from November 1 to November 30).

The amount of compensation is calculated based on the employee’s average salary and the remaining time.

Calculation example:

1. The average monthly salary of the employee is 2,000 rubles.
2. There is 1 month until the end of the notice period (from November 1 to November 30).
3. Compensation is equal to 2,000 (average monthly salary) / number of days in the month (November has 30 days, so 30) x days until the end of the dismissal period (30 days) = 2,000 rubles.

Thus, if the employee agrees to early dismissal from November 1, he is paid compensation of 2,000 rubles for the remaining period until the end of the notice.

When Severance Pay is Not Paid

Severance pay is not paid when it is not required in accordance with legal regulations or local documents of the employer, and there is no agreement with the employee on the payment of severance pay.

A direct ban on the payment of severance pay to part-time workers is established. Part-time workers are employees who, in their free time from their main job, do paid work for the same employer (internal part-time work) or for another employer (external part-time work). An employment agreement is concluded with part-time workers, which specifies that the employee works part-time. A part-time employee can work for several employers.

Why is it Important for an Employer to Correctly Calculate Severance Pay

Correct calculation of severance pay is an important aspect of human resources management for an employer for several reasons:

1. Compliance with Legislation
In most countries, laws regulate the rules for paying severance pay. An incorrect calculation can lead to legal consequences, such as fines, lawsuits, or the need to make additional payments.

2. Maintaining Reputation
Correct calculation of severance pay demonstrates the company’s willingness to fulfil its obligations to employees. It helps to form a positive image of the company and increases trust among current and potential employees.

3. Avoiding Conflicts
Incorrect calculations can lead to dissatisfaction among dismissed employees, which can cause conflicts, negative reviews about the company, government agency inspections of the company’s work, and staff dissatisfaction. This, in turn, can affect the atmosphere within the team and the attraction of new personnel.

4. Financial Planning
Correct calculation of severance pay allows the company to plan its financial expenses better. Unforeseen payments can negatively affect the business’s financial condition and budgeting.

5. Coordination with Labour Policy
Correct calculation of severance pay can be an important part of the company’s overall HR policy. It may include dismissal standards, increased severance pay, additional grounds for severance pay (for example, upon dismissal due to retirement, with a long period of service in the company), support for employees in difficult situations and forming a corporate culture.

Thus, calculating severance pay correctly is not only a legal requirement but also a strategic step that can impact the company’s corporate culture, financial stability and reputation in the long term.

How to Use AI in HR

Modern society relies heavily on digital tools and the computerization of life processes. One of the most prominent solutions for digital optimization is artificial intelligence (AI), a specialized technology based on automated algorithmic learning and the ability to perform tasks autonomously and in a human-like manner. Today, AI is widely applied across numerous fields: in medicine and healthcare for disease diagnosis, treatment personalization, and robotic surgeries; in finance and banking for algorithmic trading, as virtual assistants and chatbots, and for economic analytics and forecasting; in transportation and logistics for route optimization, incident prediction, and management; and other key areas, including recruitment. How can artificial intelligence help find the optimal candidate? How can one use AI to land a job? How can a resume be optimized using a chatbot assistant? Today, we propose to explore the topic: “How to Use AI in HR.”

What is AI in HR?

Artificial Intelligence (AI) in Human Resources (HR) refers to the integration of intelligent algorithms and data-driven tools aimed at optimizing, automating, and enhancing HR processes. By leveraging AI, traditional HR tasks become more streamlined, accurate, and scalable, enabling teams to focus on strategic objectives.

One of the key applications of AI in HR is talent acquisition, where AI tools analyze resumes, evaluate candidates, and predict compatibility with company culture based on specific criteria. Automated chatbots assist with scheduling, initial interactions, and addressing queries, significantly reducing administrative burdens.

AI also plays a vital role in employee engagement, analyzing data from surveys and feedback to identify satisfaction trends and uncover areas for improvement. In performance assessment, AI provides unbiased insights by tracking and analyzing productivity metrics, allowing organizations to recognize top performers and target skill development needs.

For learning and development, AI tailors training programs to match individual employee goals and skill gaps, fostering growth and retention. Additionally, AI delivers predictive analytics to help HR leaders anticipate workforce trends, manage talent effectively, and minimize turnover risks. It also supports compliance and promotes inclusivity by reducing bias in decision-making processes.

While AI offers numerous benefits, organizations must address ethical concerns, such as data security and fairness, to fully unlock its potential.

Ways AI is Used in Human Resources

Advanced HR specialists aim to transform their work by automating and optimizing processes using artificial intelligence (AI). Let’s explore the key areas of AI application in human resource management.

Recruitment

Recruitment is one of the main HR processes, and AI significantly simplifies the task of hiring employees for a company. With the implementation of this technology, resume analysis is automated, and candidates’ skills are matched with the company’s requirements. Candidates are then ranked from the most to the least suitable. Moreover, algorithms can quickly and effectively analyze not only the obvious details from a submitted CV but also the candidates’ web activity and social media profiles.

Performance Reviews

AI algorithms can also be used to assess the performance of current employees. Data from CRM systems, ERP platforms, and corporate emails is analyzed to calculate key performance indicators (KPIs). Based on these, predictions are made about potential improvements in these metrics and the optimization of business processes.

Employee Records Management

AI doesn’t tire, procrastinate, or show bias unless explicitly programmed to do so. Routine tasks, such as document management, are handled efficiently and without fatigue. One of the most repetitive tasks is document processing. Intelligent systems can manage corporate documents, simplify storage, facilitate searches and segmentation, and ensure continuous updates to current information. These processes are carried out automatically, in compliance with legal standards, and within pre-established deadlines.

Employee Onboarding and Offboarding Processes

AI helps simplify the onboarding procedure by automatically generating task lists for new hires and sending them the necessary instructions. Similarly, during offboarding, AI systems manage the preparation of all required documents and ensure smooth knowledge transfer.

Employee Engagement Initiatives

AI analytics enables HR professionals to better understand what motivates employees. By analyzing data from surveys, corporate systems activity, and other sources, AI can identify factors contributing to reduced engagement and provide personalized recommendations to improve job satisfaction.

Talent Development and Training

Another key feature of AI in any field is personalization. In HR, AI ensures a tailored approach to employee skill development and professional growth. Algorithms analyze the current knowledge level and predict which skills will be needed in the future, creating optimal training programs.

Workforce Planning

AI assists in workforce planning and optimization by forecasting staffing needs and analyzing potential risks. Such systems can account for seasonality, labor market trends, and internal metrics to develop both long-term and short-term strategies for managing human resources.

HR Chatbots and Virtual Assistants

Chatbots integrated with AI systems respond to employee queries in real-time, providing up-to-date information on tasks such as requesting leave, purchasing insurance, approving business trips, obtaining certificates, or planning retraining processes. Most of these tasks are standard, and routine, and do not require a unique approach, making them ideal candidates for AI-driven HR processes.

Payroll Processing

One of the advantages of using AI is the ability to automate processes, ensuring precise planning and timely execution. AI can be effectively applied to payroll calculations, taking into account taxes, vacation pay, and overtime. This task demands high accuracy, adherence to payment schedules, and error-free execution. Additionally, AI can detect errors in completed calculations, flag them, and even propose solutions for correction.

Benefits Administration

AI systems analyze employee preferences and recommend optimal benefits packages. For example, they can consider factors such as age, marital status, or individual interests to create more appealing offers, boosting employee satisfaction and motivation to stay with the company.

The use of AI in workforce management makes HR processes more efficient and accurate, allowing HR professionals to focus on strategic tasks and enhancing their work with people.

Generative AI in HR

Generative Artificial Intelligence (GenAI) is becoming a transformative force in human resource management due to its advanced machine learning models and ability to create texts, images, and even entire simulations. HR specialists leverage these innovative tools to optimize HR processes and enhance employee engagement.

It is already evident that this technology will become one of the key tools in HR. As generative AI continues to evolve, its role in human resources will expand. Promising applications include:

Forecasting workforce needs.
Analyzing turnover trends and managing them by increasing engagement and employee participation in corporate life.
Optimizing and balancing hiring, training, and development costs in alignment with long-term business goals.
Reducing gender and racial bias and creating unbiased job descriptions.
Automating resume screening, and evaluating candidates based solely on their actual skills and experience, thereby eliminating subjective factors.
Developing employee mental health support programs with personalized assistance for existing challenges.
Creating adaptive training materials and realistic simulations to prepare employees for complex tasks or non-standard situations.
Automating feedback processes.
Monitoring and predicting workplace sentiment following changes in company policies, bonuses, or organizational structures that may affect employee engagement and loyalty.
Reducing decision-making time and accelerating responses to labor market challenges.
Supporting remote and hybrid work environments, ensuring maximum productivity and employee satisfaction regardless of location.

AI significantly enhances HR capabilities in these areas, positively impacting team efficiency.

Challenges of Implementing AI in HR

Despite its numerous advantages, implementing generative AI in HR comes with specific challenges that HR professionals must address.

1. Discrimination and Fairness. AI models are trained on vast datasets, which may include negative or biased information. This could lead to unintended discrimination against certain groups during hiring or content creation. Organizations must regularly audit their AI models to ensure fairness, inclusivity, and the absence of unintended biases.

2. Data Privacy and Security. Privacy and security concerns remain critical, especially since HR departments work with sensitive employee information. Protecting this data must be a top priority.

3. Human Factor. While automation can be highly effective, it removes the elements of empathy, solidarity, and human interaction. Maintaining a balance between automation and a personal approach is essential to preserve trust and morale among employees.

4. Financial Constraints. Implementing generative AI solutions requires substantial investment in technology, employee training, and forming teams to manage these changes. Small companies may find it challenging to finance such programs.

Generative AI offers HR professionals new opportunities but demands a thoughtful approach to implementation. Companies that successfully integrate this technology will gain a competitive edge while maintaining ethical standards and a human touch.

Benefits and Challenges

Focusing HR Professionals on Strategic Priorities. The integration of Artificial Intelligence (AI) into Human Resources (HR) is transforming workforce management, talent acquisition, and employee engagement. Imagine a company where tasks like resume screening, interview scheduling, and benefits administration are seamlessly managed by AI. This allows HR professionals to concentrate on building relationships and driving organizational growth.

Automated Data Analysis Without Bias. AI’s ability to analyze vast datasets efficiently has revolutionized recruitment processes. Instead of spending weeks building and managing large HR teams to review hundreds or thousands of resumes, recruiters now rely on AI to process massive amounts of information in minutes, identifying top candidates based on specific qualifications. Beyond speed, these tools enhance fairness by eliminating unconscious biases, human predispositions, and subjective reactions.

Continuous Personalized Learning. Once employees join the organization, AI continues to refine their experiences. It designs personalized learning plans by analyzing their roles, skills, and career aspirations while offering managers actionable insights for team leadership. Predictive analytics further transforms workforce management by anticipating turnover and skill shortages, enabling proactive solutions. AI also analyzes employee feedback to uncover ways to enhance engagement and workplace culture.

The absence of human emotions influencing decisions on hiring or firing employees. AI also promotes diversity and inclusion in workforce management by minimizing biases during recruitment and creating fairer performance evaluation systems.

However, these advancements do not come without challenges. Striking a balance between automation and the human touch is essential. While impartiality in interactions is an advantage, HR relies heavily on empathy and the cultivation of interpersonal relationships, which AI can never fully replicate.

Another drawback is the potential bias of AI systems. Models can be trained on flawed data containing discriminatory language or errors, making it crucial for HR teams to monitor and ensure fairness in the data used for training AI systems.

Data security is another pressing concern, as AI often handles sensitive employee information. Adhering to regulations like GDPR and CCPA requires companies to prioritize data protection.

Despite these challenges, the potential of AI in HR is immense. By addressing ethical concerns and ensuring transparency and data security, organizations can harness the benefits of AI in workforce management while preserving core human values—empathy, fairness, and connection. The future promises workplaces where technology and humanity work in harmony, allowing HR professionals to focus on strategic initiatives and fostering environments where employees can thrive.

Recruitment.by – Professional IT Recruitment

In the fast-evolving IT industry, finding qualified employees has become a critical success factor for companies. Recruitment.by specializes in professional recruitment in the field of information technology, helping organizations identify suitable candidates to achieve their business goals.

We provide a comprehensive IT recruitment process — from assessing requirements to supporting candidates through onboarding. Recruitment.by addresses recruitment needs for:

Developers across various technologies and levels of expertise.
QA specialists and DevOps engineers.
Project managers, analysts, and other IT professionals.

Benefits of Working with Us

Deep understanding of the IT market and industry trends, enabling us to create precise offers for our clients.
Exact match to your requirements, considering your business specifics, corporate culture, and project needs.
Effective communication, with clear and prompt feedback at every stage of collaboration.
Reduced time spent on recruitment.
Guaranteed high-quality candidate selection.
Minimized hiring risks through professional candidate evaluations conducted by Recruitment.by experts.

We understand the complexity and importance of IT talent acquisition in modern business. Recruitment.by helps companies build teams equipped to meet market challenges.

Contact us to discuss the details of cooperation. We are ready to offer solutions tailored to the unique needs of your IT company.

The most remote work opportunities

The world of work has undergone a significant transformation over the past few years, with remote work opportunities becoming a staple in nearly every industry. Previously limited to a select few sectors, remote work has now expanded to encompass a wide variety of job functions, creating new opportunities for employees and employers alike. The appeal of remote working opportunities lies in the flexibility it offers, enabling employees to work from the comfort of their homes, from a co-working space, or anywhere with a stable internet connection.

The best remote work opportunities are particularly attractive to professionals seeking work-life balance, reduced commuting times, and the freedom to live anywhere. For companies, remote work allows access to a larger, global pool of talent, lowering operational costs, and enhancing productivity. But with such a vast array of remote work opportunities now available, it can be challenging to navigate the landscape of remote work job opportunities and identify where you might best fit in. This guide explores everything you need to know—from the top industries offering remote work to the skills companies are looking for and tips on how to find remote work opportunities. By the end, you’ll understand the benefits of remote work, how to access it, and why companies are increasingly offering remote work opportunities to stay competitive in today’s market.

Top 10 Industries Offering Remote Work Opportunities

Remote work has proven valuable for companies across sectors. Here are the top 10 industries offering the most abundant and best remote work opportunities:

1. Information Technology (IT)

The IT sector has been at the forefront of remote work, largely because technology enables remote setups seamlessly. Many companies offer remote work opportunities for IT professionals, including software developers, systems administrators, and cybersecurity analysts. Whether you’re a programmer or a network specialist, there are numerous remote work job opportunities within this industry.

2. Marketing

Marketing offers some of the best remote working opportunities, especially in digital marketing fields like content creation, social media management, and SEO. For companies, hiring remotely in marketing means they can reach diverse, global audiences. Job opportunities for remote work in marketing are vast and appeal to creative, analytical professionals who thrive in a flexible environment.

3. Legal

Traditionally, legal roles required in-office work, but the landscape is changing. Remote work from home opportunities now exist for roles like paralegals, compliance analysts, and contract specialists. Companies with remote work opportunities in the legal field seek professionals who can handle regulatory compliance and review legal documents online, saving on office space and costs.

4. Sales

Sales roles have adapted well to remote work, especially as companies adopt digital tools to manage customer relations. Remote sales representatives, account managers, and lead generation specialists are now in high demand. Remote sales positions allow employees to cultivate client relationships through online channels, eliminating geographical constraints.

5. Finance
Remote work opportunities in finance have surged, particularly for roles like financial analysts, accountants, and auditors. Companies recognize the efficiency of remote financial operations and are increasingly offering work remote opportunities in this sector. Digital tools make it easy for remote finance teams to perform complex tasks from anywhere.

6. Management

Managers who can oversee teams remotely are essential to maintaining productivity and team cohesion in decentralized work environments. Remote management positions span project management, operations, and even department head roles. Companies offer remote work opportunities in management to ensure teams stay coordinated and projects stay on track.

7. Education

Remote education has expanded significantly, especially since the rise of online learning platforms. Teachers, curriculum developers, and academic advisors now have remote working opportunities, often providing flexible hours and the ability to teach diverse student populations. For educators, remote work offers the chance to connect with students worldwide, breaking traditional geographic boundaries.

8. Customer Service

Customer service is another area where remote work opportunities are plentiful. Many companies have switched to remote support teams, using chat, email, and phone systems to assist customers globally. These remote working opportunities are often flexible, allowing companies to offer 24/7 customer service across time zones.

9. Project Management

Project management roles are increasingly going remote, with businesses seeking virtual project managers to coordinate complex, cross-functional projects. Remote project managers are responsible for timelines, resources, and updates, often collaborating with global teams. Project management offers many high-level remote work job opportunities.

10. Human Resources (HR)

HR professionals handle crucial tasks like recruiting, onboarding, and maintaining employee engagement, making remote HR roles a valuable addition to global teams. As companies offer remote work opportunities, they look for HR experts who can connect with candidates, manage remote onboarding processes, and ensure remote employees feel supported.

Skills Companies Look For in Remote Workers

In a remote work setting, employers prioritize certain skills that are essential for effective virtual collaboration. Here are the top skills in demand for those seeking remote job opportunities:

Communication Skills

Clear communication is vital in remote roles. Employers look for candidates who can articulate ideas well through email, video calls, and written documents. Effective communication ensures team members remain connected, making it one of the most essential skills for remote work job opportunities.
Self-Motivation and Discipline

Without the physical presence of supervisors, remote work requires a high level of self-discipline and motivation. Employers prioritize individuals who can stay productive independently, as this is key to succeeding in remote work from home opportunities.
Tech Savviness

Familiarity with digital tools is crucial. Remote workers need to be comfortable with video conferencing, project management software, and collaboration tools. Companies with remote work opportunities look for candidates who are adaptable to new technologies, ensuring smooth workflows.
Adaptability and Problem-Solving

Remote environments can present unique challenges. Employers value candidates who can adapt quickly to change and solve problems independently, especially when working in fast-paced fields like IT or customer service.
Team Collaboration

Although remote work often involves individual tasks, collaboration remains essential. Remote teams must work cohesively across distances, making teamwork a critical skill. Companies offering remote work opportunities seek employees who can integrate well into virtual team settings.
Time Management

With remote work often comes flexible hours, but this requires strong time-management skills. Employers look for individuals who can prioritize tasks effectively, meet deadlines, and maintain productivity without constant oversight.
Attention to Detail

Remote work often relies on written instructions, and errors can easily arise. Employers value individuals who are detail-oriented, ensuring tasks are completed accurately, particularly in fields like finance and project management.

Highest-Paying Remote Work from Home Opportunities

1. Software Developer

With companies worldwide seeking skilled developers, software development offers some of the highest-paid remote work from home opportunities. Salaries for remote software developers often exceed $100,000 annually, depending on specialization and experience.

2. Data Scientist

As data becomes integral to business strategy, data scientists are in high demand, even for remote roles. Salaries for remote data scientists range from $90,000 to $150,000, making it a lucrative choice for those with analytical skills.

3. Product Manager

Remote product managers oversee product development, collaborating with various teams to launch new offerings. These positions typically offer six-figure salaries, allowing professionals to lead product strategies while enjoying the flexibility of remote work.

4. Cybersecurity Analyst

Cybersecurity is a growing field with excellent remote work job opportunities. Cybersecurity analysts protect company data, often earning between $80,000 and $130,000, making it one of the best-paying remote fields due to the high demand for security expertise.

5. Digital Marketing Director

Remote digital marketing roles have become highly lucrative. Digital marketing directors lead campaign strategies and online presence, often earning over $100,000 annually, reflecting the critical role of digital marketing in modern business.

6. Project Manager

Project management roles are essential to maintaining workflow and productivity in remote teams. Remote project managers earn competitive salaries, making this field one of the top choices for those seeking remote work from home opportunities.

7. Financial Analyst

Financial analysts provide companies with essential insights for decision-making. Remote financial analyst roles offer annual salaries between $70,000 and $120,000, making finance one of the best-paying fields for remote work.

8. UX/UI Designer

UX/UI designers create user-centered designs, which are essential for websites and apps. Remote UX/UI design roles offer salaries between $70,000 and $130,000, allowing creative professionals to thrive in flexible, remote environments.

9. Technical Support Engineer

Technical support engineers assist customers in troubleshooting tech issues remotely. These roles often offer competitive salaries and flexible hours, with remote tech support engineers earning around $60,000 to $100,000 annually.

10. Writer/Content Strategist

Remote roles in content creation are in high demand, with writers and content strategists earning from $50,000 to over $90,000 annually. These roles offer flexibility and are ideal for creative professionals looking to work remotely.

Tips for Finding Remote Work Opportunities

Finding remote work requires a strategic approach that goes beyond traditional job hunting. To secure a position that allows you to work from anywhere, you’ll need to leverage digital tools, build your network, and tailor your application materials specifically for remote roles. Here are some actionable tips for finding remote work opportunities:

1. Optimize Your Resume for Remote Work

Creating a resume that showcases your remote-ready skills is essential. Many companies look for candidates who have specific qualities for remote positions, such as independence, communication skills, and self-discipline. Highlight skills that are particularly relevant to remote environments, such as proficiency with digital collaboration tools (e.g., Zoom, Slack, and Trello), time management, and communication. Additionally, if you’ve had previous experience in remote or hybrid roles, make sure to emphasize those in your work history. An optimized resume can improve your chances of securing job opportunities in remote work, as recruiters will immediately see your capability to succeed in a virtual environment.

2. Prepare for Virtual Interviews

Virtual interviews are often the final step in landing a remote role, so preparing for them is crucial. This includes setting up a professional video conferencing space with good lighting, a clean background, and reliable internet. Dress professionally, just as you would for an in-person interview, and practice answering questions clearly and confidently. Be prepared to discuss not only your skills and experience but also your ability to work effectively in a remote setting. Demonstrating that you are comfortable communicating virtually and managing your tasks independently can make you a more attractive candidate, increasing your chances of finding the best remote work opportunities.

3. Research Remote-Friendly Companies

Certain organizations have embraced remote work cultures, making them more likely to offer flexible, location-independent roles. Look for companies known for remote work or that advertise themselves as remote-friendly. Researching these organizations allows you to tailor your applications and interview responses to align with their specific remote work values and culture, helping you stand out as a strong fit for their team.

4. Use Remote Work Agencies and Recruiters

Remote work-specific agencies and recruiters can be beneficial in finding job opportunities in remote work. Many agencies specialize in matching remote talent with suitable job openings, especially in industries such as IT, customer service, and project management. Working with a recruiter who understands the unique challenges and requirements of remote positions can increase your chances of finding a role that aligns with your career goals.

5. Develop In-Demand Skills

Finally, consider developing skills that are highly valued in remote work. Skills in areas like digital communication, project management, and self-discipline are essential for remote workers, as they enable smooth collaboration and efficient work from a distance. For those seeking high-paying remote work opportunities, technical skills like coding, data analysis, or UX design are particularly in demand. Online courses, certifications, and even free resources like webinars and workshops can help you build these skills, increasing your appeal to companies offering remote work opportunities.

Are Remote Contracts Better for Businesses?

Remote work has demonstrated numerous benefits for businesses, leading many to offer remote work opportunities as a long-term option. By hiring remote employees, companies save on office space, utilities, and other expenses associated with maintaining a physical workspace. Remote work also allows companies to access a global talent pool, ensuring they hire the most skilled professionals regardless of location. However, managing a remote team requires strong communication practices, as maintaining employee engagement and cohesion can be more challenging in virtual settings.

The opportunities of remote work go beyond just cost savings. Remote teams allow companies to expand into new markets, cater to diverse customer needs, and increase operational flexibility. As businesses continue offering remote work opportunities, they are likely to see benefits in both performance and employee satisfaction, making remote contracts a favorable option for many companies.

Final Thoughts

The rise of remote work has redefined how and where we work, expanding the types of remote work opportunities available across industries. From IT and marketing to finance and education, remote job opportunities are now accessible to a wide range of professionals. For businesses, offering remote work opportunities has become a strategy to attract top talent, reduce operational costs, and increase flexibility. As more companies embrace this model, remote working opportunities will only continue to grow.

For individuals interested in pursuing remote work, there are abundant resources and strategies to secure a role. Tailor your resume, network effectively, and utilize specialized job boards to find opportunities for remote working that match your skills and goals. In the competitive remote work market, equipping yourself with the right skills and a professional online presence can make all the difference.

As a leading provider of HR and recruitment solutions, we specialize in helping businesses in Belarus and beyond find skilled remote professionals, along with EOR, PEO, and payroll services to streamline hiring. Embrace the future of work by exploring the best remote work opportunities and experiencing the flexibility, convenience, and global reach of a remote career.

Work Permits: A Comprehensive Overview of Global Requirements

Navigating international employment requires understanding the complex world of work permits and immigration regulations. This guide provides essential information about work authorization documents, from basic definitions to country-specific requirements. Whether you’re an employer seeking international talent or a professional planning to work abroad, you’ll find detailed insights about application processes, documentation requirements, and key differences between work permits and visas. Learn about the most accessible countries for work authorization, processing times, costs, and how to ensure compliance with local employment laws.

What is a Permit to Work

A Permit to Work (PTW) is a specialized authorization document that forms part of a systematic approach to managing workplace risks through proper authority and control. It’s a comprehensive safety management system that ensures adequate risk assessment before any hazardous or non-standard operations begin. The PTW system focuses on identifying potential hazards, establishing safety protocols, and maintaining clear communication throughout the entire process. The system is designed to mitigate environmental, health, and safety risks by requiring thorough assessment of work scope and associated dangers. It designates authorized personnel for hazardous tasks and appoints safety officers responsible for maintaining safe operations. The process encompasses risk identification, employee training, regular safety briefings, and continuous monitoring of protocols. Upon work completion, all documentation must be signed off by safety officers and retained for record-keeping purposes. This structured approach makes PTW an essential component of workplace safety management, particularly in industries with high-risk operations.

What is Needed to Obtain a Work Permit?

To obtain a work permit, several essential requirements and documentation must be fulfilled through a structured application process. The foundation of any work permit application is a valid job offer or employment contract from an authorized employer, as merely interviewing for positions doesn’t warrant a permit. Applicants must provide valid identification documents, such as a passport or government-issued ID, alongside proof of relevant qualifications and experience.

The application process typically requires submission of a completed work permit form, accompanied by recent photographs and financial documentation proving stability. Many jurisdictions mandate health certificates, criminal background checks, and proof of residence. Professional credentials, including educational certificates and relevant licenses, must be authenticated. The financial aspect includes application fees and may require bank statements demonstrating sufficient funds.

Processing times vary significantly by jurisdiction and permit type, ranging from weeks to months. Most modern systems offer online application platforms, though some documents may require in-person submission. It’s worth noting that many countries require employer sponsorship, where the hiring company initiates the permit process and demonstrates the inability to find suitable local candidates. Application fees, processing requirements, and specific documentation needs vary by location and permit type, making it essential to verify current requirements with local authorities.

Types of Work Permits

Work permits come in several distinct categories, each designed to address specific employment scenarios and labor market needs. Temporary work permits are granted for fixed-term employment, typically covering seasonal jobs or specific project assignments. These permits require employer sponsorship and often demand proof that no qualified local candidates are available for the position. The duration and conditions vary by jurisdiction, but they generally maintain strict time limitations.

General work permits target skilled professionals with technical expertise or specialized knowledge in high-demand fields. These permits often lead to longer-term employment opportunities and may provide pathways to permanent residency. Applicants must demonstrate their qualifications through educational credentials, professional certifications, and relevant work experience.

For specific industries facing labor shortages, governments issue occupation-specific permits to fill crucial workforce gaps. These targeted permits help address market demands in sectors like healthcare, technology, or agriculture. Additionally, business and investment permits cater to entrepreneurs and investors planning to establish commercial ventures in the host country, often tied to specific investment thresholds or business development metrics.

Working holiday permits represent a unique category, designed primarily for young adults seeking to combine travel with temporary employment opportunities. These permits typically stem from bilateral agreements between countries and allow holders to work while exploring the host nation, usually for up to one year. The eligibility criteria often include age restrictions and nationality requirements based on international agreements.

Work Permit vs. Work Visa

While work permits and visas are both essential documents for international employment, they serve distinct purposes. A visa primarily grants entry and stay permission in a foreign country, functioning as a passport endorsement that allows border crossing and temporary residence. It’s typically obtained from embassies or consulates before entering the country.

A work permit, on the other hand, specifically authorizes legal employment within the host country. This document focuses on employment rights rather than entry privileges and is usually issued by the host country’s government or immigration authorities. Work permits often require more detailed documentation, including proof of qualifications, job offers, and evidence that the position couldn’t be filled by local workers.

The application processes also differ significantly. Visa applications must generally be completed before entering a country, while work permit applications can often be processed while already in the country. Work permits typically face stricter requirements and longer processing times, reflecting their role in protecting domestic labor markets. Some countries require both documents – the visa for entry and stay, and the work permit for legal employment. The duration and renewal processes also vary, with work permits often offering longer validity periods and clearer paths to permanent residency compared to standard visas.

What is the Easiest Country to Get a Work Visa

Based on recent data, Estonia stands out as the easiest country to obtain a work visa, particularly due to its high acceptance rate for work visa applications and relatively streamlined process. The country’s digital infrastructure and e-residency program further simplify the application process. Estonia actively welcomes foreign workers through its “Work in Estonia” initiative, which posts new job opportunities daily.

Following Estonia, Lithuania ranks as another accessible option for work visas. The country’s approach favors immigrant workers, with a unique system that can exempt highly qualified professionals from standard work permit requirements. Instead of traditional work visas, these professionals may qualify for temporary residence permits, offering a more direct path to employment.

Iceland provides an attractive combination of straightforward visa processes and excellent work-life balance. With a standard 40-hour flexible workweek, the country offers various work permit categories catering to different professional needs, from expert knowledge positions to specialized employees and students. The main requirement is securing an employment contract before visa application.

Latvia and Slovakia round out the top five easiest countries for obtaining work visas. Latvia offers multiple permit types (A, C, E, and D) suited to different work scenarios, while Slovakia’s developing market economy and projected growth make it increasingly accessible to foreign workers. The country’s single permit system combines residence and work authorization, streamlining the process.

Luxembourg and Czechia also maintain relatively accessible work visa systems. Luxembourg, despite its small size, offers attractive conditions with Europe’s highest minimum wage and lowest unemployment rate. The Czech Republic appeals to international workers through its Employee Card system and special provisions for highly qualified professionals, supported by its growing economy and strategic location.

These countries generally share common features that make their work visa processes more accessible: digital application systems, multiple visa categories to suit different needs, and clear pathways for highly skilled workers. Many also offer expedited processes for specific industries or qualifications, particularly in sectors experiencing labor shortages.

Work Permits and Immigration in Belarus

Foreign workers in Belarus require a Special Permit for employment, with processing typically taking 15 days, while Hi-Tech Park residents enjoy an expedited 7-day timeline. Key exemptions apply to EAEU citizens, Belarus university graduates (within 1 year in their field), HTP employees, and international award winners. For company directors and highly qualified specialists, the process is simplified with no local labor market testing required. The state fee is 5 basic units for initial permits and 3 for extensions. Beyond Belarus, explore opportunities in Estonia’s digital-first system or Lithuania’s startup-friendly policies, where we detail actual timelines, costs, and qualification requirements across key markets.

In Belarus, the Hi-Tech Park (HTP) resident companies enjoy a major advantage: work permits for their foreign specialists are typically issued within 7 business days versus the standard 15-day process. Senior management positions (CEO, CTO) are exempt from labor market testing. Foreign IT specialists can obtain a work permit for up to 5 years, while standard permits require annual renewal. The base permit fee is 165 BYN (~$50 USD), with expedited processing available for an additional 330 BYN. Companies registered in the Great Stone Industrial Park also benefit from streamlined procedures, receiving permit decisions within 5 working days.

Conclusion

Understanding work permits and visas is crucial for successful international recruitment and employment. The constantly evolving landscape of immigration policies and work authorization requirements demands expert guidance for both employers and job seekers.

Recruitment.by offers comprehensive support in navigating these complexities, leveraging our extensive database of professionals both within Belarus and internationally. Our expertise extends beyond basic recruitment to include thorough understanding of work permit processes, visa requirements, and international HR management.

Our team specializes in talent acquisition, HR consulting, and management solutions, ensuring compliance with local and international employment regulations. Whether you need to find qualified specialists or require guidance on work permit procedures, our experienced consultants can streamline your hiring process while maintaining legal compliance and professional standards in any jurisdiction.

Decree on HTP

The Belarusian information technology and innovative entrepreneurship sector has undergone significant changes in recent years. One of the most striking examples of such a transformation is the Decree of the President of the Republic of Belarus on creating a High-Tech Park (HTP), which was adopted to stimulate the development of the IT industry and create favourable conditions for innovative companies and individual entrepreneurs. This document became a critical step towards modernizing the country’s economy, providing not only tax benefits and preferences for HTP residents but also support for innovative initiatives, which led to a significant simplification of IT business in Belarus. HTP has become not only a centre of attraction for young entrepreneurs and investors but also a platform for introducing advanced technologies, actively contributing to the integration of Belarus into the global economy. In this article, we will consider the features of the Decree, its characteristics, the impact on the development of startups and the IT sector, and the features that the HTP Decree established in the field of personnel recruitment.

How the HTP Decree Appeared and Developed

The Hi-Tech Park was established in 2005. On September 22, 2005, Decree No. 12 approved the Regulations on the Hi-Tech Park. HTP has become a special legal regime that should ensure the development and competitiveness of the Belarusian IT sector. HTP is not a territory where HTP residents should be registered, but unites its residents with a single preferential legal regime. The HTP territory is located within the borders of Minsk, and there is an opportunity to place a company there. HTP residents may be physically located in different regions of Belarus. Still, they have a more lenient system of taxation and doing business than other companies and entrepreneurs who are not HTP residents.

Due to the active development of the IT sector in Belarus, a new stage of HTP development began in 2017: Decree No. 12 was amended, which has been in effect since March 2018. Decree No. 8, which amended Decree No. 12, accelerated IT business development in Belarus’s food sector. Since 2017, the number of HTP residents has increased more than 5 times. The number of IT product companies has increased more than 10 times.

Brief Description of the HTP Decree

The Decree of the President of the Republic of Belarus on the Hi-Tech Park (HTP) was adopted in 2005. It became an essential step in developing the country’s information technology and innovative entrepreneurship. The primary purpose of this decree is to create favourable conditions for the development of the IT sector, attract investment and support startups.

The Main Provisions of the Decree

1. Creation of a Legal Framework
The decree introduced a legal status for the Hi-Tech Park and defined its functions, tasks and organizational structure.

2. Tax Benefits and Preferences
HTP residents receive significant tax benefits, including exemption from income tax, value-added taxes (VAT), and other mandatory payments for a certain period. This makes Belarus attractive to foreign investors and entrepreneurs.

3. Stimulating Innovation
The decree promoted introducing new technologies and developing innovative products, creating conditions for scientific research and development.

4. Infrastructure
HTP creates modern office and production facilities, laboratories, and research centers, which contribute to a comfortable working environment for programmers, engineers, and startups.

5. Support for Startups
HTP is focused on large companies as well as small and medium-sized enterprises, offering mentoring support, advice, and access to financing.

Impact on the Economy

The decree on the Hi-Tech Park has had a significant impact on the development of the Belarusian economy. Belarus has become known as an IT country, attracting talent and capital. HTP demonstrated a high growth in the number of residents and the volume of IT services exported. Many successful companies, such as Wargaming, EPAM Systems and others, began their journey in this Park.

The prospects

The Hi-tech Park continues to develop, adapting to new challenges and trends in the world of technology. The adoption of new legislation and further development of infrastructure, as well as active cooperation with international partners, open up new horizons for the Belarusian IT sector. HTP’s successes can be a model for other countries seeking to develop innovation and high technology.

Thus, the Decree of the President of Belarus on the Hi-Tech Park became a catalyst for change, helping the country find its place on the global IT map and continuing to play a key role in the formation of a competitive economy.

Opportunities of Decree No. 8

Decree No. 8 of December 21, 2017, extended the special legal regime of HTP. Since 2020, the special regime has been extended until 2049.

HTP residents can carry out more types of activities. For example, they can conduct educational activities in information technology and cyber sports, including training teams and organizing the broadcast of competitions and activities in artificial intelligence.

The possibility of working with Belarusian companies and individuals’ cryptocurrencies has been determined. For example, companies can make transactions with cryptocurrency through HTP residents.

The requirements for crypto brokers and crypto exchanges have been defined. These can only be HTP residents.

The HTP Decree has been amended several times and improved, along with updates for the IT sector.

Tax Benefits Under the HTP Decree

According to the Decree on HTP, tax benefits for HTP residents and individuals on cryptocurrency transactions ended on January 1, 2023, but were extended until January 1, 2025, under a separate Decree on taxation.

The HTP Supervisory Board is the Controlling Body

Companies that operate as crypto brokers and exchanges, provide services for the placement of cryptocurrencies, or conduct other activities with cryptocurrencies must comply with the requirements to prevent the legalization of criminal proceeds, the financing of terrorist activities, and the proliferation of weapons of mass destruction. The HTP Supervisory Board monitors compliance with such requirements.

Such companies should, in particular, develop several documents on internal control and hire personnel responsible for complying with internal control requirements.

Non-Competition Agreement with an Employee

HTP resident companies usually attract employees with high professional skills and value in the labour market. In this case, such companies may sign a non-competition agreement with employees.

According to this agreement, the employee:

Does not have the right to work for hire or under a civil contract with competing companies for a specified period;
Undertakes not to create his own business in a similar field of activity;
Cannot participate in the management of competitive companies.

In an employment contract or in a separate agreement, a resident of the Hi-Tech Park establishes compensation for an employee for entering into a non-competition agreement. The compensation amount is at least one-third of the average monthly salary for the last year of work. The non-competition agreement prescribes the following points:

The territory within which the employee must perform his duties.
The field of activity for which the employee undertakes obligations of non-competition.
Responsibility for violation of the terms of the agreement.

Such an agreement is valid for one year after the employment relationship between the employee and the HTP resident is terminated.

HTP Regulations

The HTP Decree approved the HTP Regulation. The regulation defines the following

areas of HTP activity:

The working procedure of the HTP Supervisory Board.
The procedure for registration of HTP residents.
Requirements for the activities of HTP residents.
Measures of state support for HTP residents. Such measures include tax and customs duty benefits, rent on the territory of the HTP, and contributions to state compulsory social insurance.

Features of Hiring Foreign Employees in HTP Resident Companies

The HTP Regulation provides for the specifics of the stay in Belarus of foreign employees of HTP resident companies. HTP resident companies assume all formalities related to the stay of such employees in Belarus. In particular, they request that foreign employees be granted a temporary residence permit in Belarus for the entire duration of the contract, taking into account the extension of its validity period and 2 months after the termination of the contract.

What Do Companies Do in HTP

The Hi-Tech Park is a special legal regime created to support and develop companies engaged in science and high technology. The residents of the Hi-Tech Park are startups, innovative enterprises and research companies that strive to create advanced products and services. Companies in the Hi-Tech Park are engaged in software development, artificial intelligence, biotechnology, mobile applications and many other areas. Their activities contribute to technological progress and play an essential role in the region’s economic development, forming a new business environment based on innovation and cooperation. In this article, we will look closely at what companies do in the Hi-Tech Park, activities of HTP companies, how to find a business partner for a specific task among HTP residents and the specifics of hiring in HTP resident companies.

What is the Value of Companies – Residents of the High-Tech Park

The value of the Hi-Tech Park (HTP) resident companies lies in their ability to create innovative products and services that contribute to the development of the digital economy. These companies often focus on high technology, programming, software development and scientific research, attracting investments and IT specialists.

HTP residents receive many tax benefits and services, allowing them to compete more effectively in the international market. This creates attractive conditions for startups and established companies, contributing to the growth of the number of jobs.

In addition, HTP serves as a platform for the exchange of experience and knowledge, which helps companies adapt to industry changes. Joint projects and research help stimulate innovative thinking and contribute to the rapid development of new technologies.

What Types of Activities Can HTP Resident Companies Engage in?

HTP residents may not engage in any type of activity, but only those that the state has identified as possible for HTP residents. Currently, more than 40 types of activities are listed in a particular list. A company engaged in one or more activities from this list can become a HTP resident.

In particular, activities of HTP companies include:

Design, develop and implement information systems and software, including computer games for various platforms, and granting permissions to use the software and transfer exclusive rights to it.

Within the framework of this activity, the following tasks are performed:

Production of programs at the request of customers.
Design, development and implementation of automated control systems.
Provision of services for the implementation, support and maintenance of information systems and software created by a resident of the Hi-Tech Park and third parties.
User training on working with these systems and software.

In software implementation, companies prepare the necessary documents, design solutions and support the implementation.

Companies also test and refine software, create databases, provide access, and maintain them.

HTP resident companies also:

Process data and conduct research in natural and technical sciences.
Develop, test and implement new materials, technologies and devices.
Are engaged in the technical and cryptographic protection of information.
Operate in the area of technical and cryptographic protection of information.
Conduct business analyses of clients’ processes and advise them on how to use information technology in business.
Audit information systems for compliance with the state’s requirements or the user’s needs.
Provide services for the maintenance of state information systems.
Work with unmanned transport management systems.
Work with the financial sector: they implement contactless technologies, mobile applications, and electronic trading.
Work in the field of medical and aviation technologies.
Outsource the business processes of foreign companies with the help of their software developments.
Are engaged in the Internet of Things.
Conduct educational online activities according to programs approved by the Supervisory Board.
Are active in the field of cryptocurrencies.
Promote software online: marketing, advertising, and promotion consultations.
Are active in the field of esports.

Using the software developed by them, HTP resident companies:

Provide services to online exchanges, including cryptocurrency exchanges.
Are engaged in online advertising.

How to Find Out What a HTP Resident Company Does

Knowing the company’s name or its UNP (payer’s account number), you can view the register of HTP residents and find out what this company does. Such a search is implemented on the website of the Hi-Tech Park in the section “HTP Residents”. To search, you need to type the name of the company or its UNP in a particular field. In the window that opens, you can find information about the company, its website and type of activity as an HTP resident.

How to Choose an HTP Company for Cooperation

An online showcase of digital projects has been created in Belarus, where you can choose a developer to implement the project – цифровые-проекты.бел. You can select a developer based on projects that have already been created. You can choose a project from the drop-down list.

You can find the project and its developer by looking at the list of activity fields and development areas. After selecting the activity and development direction field, digital projects in these areas and development companies will appear in the window. It should be noted that digital projects are not presented for all fields of activity.

You can also select a company of interest from the developers’ drop-down list and learn about the projects it has developed.

What to Pay Attention to When Hiring Staff for a HTP Resident Company

When hiring employees for companies operating in the Hi-Tech Park, recruiters should consider several specific factors that will help them choose the most suitable candidates. Here are the highlights:

1. Technical Skills

HTP companies often require highly qualified specialists. The candidate must have the necessary technical skills and experience working with modern technologies and tools.

2. Work Experience in Startups

The experience of working in startups is valuable, as it testifies to the candidate’s ability to adapt to rapidly changing conditions and work in conditions of uncertainty.

3. Creativity and Innovative Thinking

The ability to generate new ideas and approaches is important in the field of high technology. Recruiters should evaluate candidates’ creative thinking and willingness to seek non-standard solutions.

4. Teamwork and Communication Skills

The team implements most HTP projects. Maintaining internal team dynamics is critical, so evaluating the candidate’s interaction and communication skills is essential.

5. Learning Ability and Commitment to Development

In the rapidly developing field of high technology, employees must be ready for training and self-development. Evaluate the candidate’s motivation to constantly explore new tools and technologies.

6. Cultural Compatibility

Each company has its own corporate culture. Evaluate how the candidate’s values and work style match the culture of your company and team.

7. Professional Network

Having an extensive professional network can be an advantage. Candidates actively involved in professional communities can bring additional connections and opportunities to the company.

Following these recommendations, recruiters will be able to select personnel more effectively who meet the unique requirements and values of the Hi-Tech Park’s resident companies.

What to Pay Attention to if you Want to Get a Job in a HTP Resident Company

Suppose you are considering employment in a High-Tech Park resident company. In that case, preparing and considering several vital aspects will help you stand out from other candidates and increase your chances of successful employment.

1. Company Research

Explore information about the company, its products and services, corporate culture, and current projects. Understanding the company’s specialization and values will allow you to better prepare for the interview and ask meaningful questions.

2. Resume and Portfolio Development

Prepare a clear and structured resume focusing on your experience and skills that meet the vacancy’s requirements. If possible, create a portfolio with examples of your work, mainly if you aim for creative or technical positions.

3. Knowledge of Modern Technologies

HTP companies work at the cutting edge of technology. Update your knowledge of the latest trends in the field you want to work in, and make sure you have experience working with relevant programming tools and languages.

4. Willingness to Learn

The high pace of change in the IT sector requires employees to be flexible and ready to learn. Emphasize in your resume and at the interview your willingness to develop and master new skills.

5. Team Communications

Most companies value the ability to work in a team and communicate effectively with colleagues. Therefore, pay attention to the development of your teamwork skills and the ability to conduct a dialogue.

6. Preparing for the Interview

Prepare for different types of interviews — technical, behavioral, and situational. Practice answering typical questions, and prepare examples from your experience that illustrate your skills and achievements.

7. Networking and Recommendations

Use your contacts to get recommendations or valuable information about the company. Professional events and conferences can also help you make the right acquaintances.

8. Cultural Сompatibility

Each company has its own unique culture. Try to understand how well you will fit into this culture, and be ready to discuss how your values and approaches can fit the team.

Careful preparation, company research and an emphasis on your professional qualities will help you successfully find a job in an HTP resident company.

What is Onboarding? A Complete Guide to Employee Onboarding Process

What Is Onboarding?

New Employee Onboarding

Employee Onboarding Process – Main Steps

How long does onboarding take?

What does onboarding mean for a job? Why is it important?

Best Practices

Challenges during new employee onboarding process

Onboarding Software

Conclusion

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New Year’s Greeting on the Year 2025 from Recruitment.by Team

Results of 2024

A Look into the Future

Thanks to Everyone Who is with Us

Please Accept Our Wishes!

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Where HR is Trained in Belarus

Who is an HR Specialist

The Main Tasks of an HR Specialist:

1. Staff Selection:

2. Staff Development:

3. Corporate Culture Management:

4. Administrative Work:

5. Motivation Management:

Key Qualities of an HR Specialist:

Higher Education Institutions that Train HR Specialists

Retraining Based on Higher Education

Where Else Can HR Skills be Trained

Online Training and International Programs

Why it is Important for HR Specialists to Learn Constantly

How HR Specialists in Belarus Can Improve their Level of Knowledge

1. Online courses and Training

2. Attending Professional Events

3. Membership in Professional Communities

4. Reading Specialized Literature

5. Practice and Skill Development

6. Knowledge of the Local Context

7. International Certification

8. Feedback and Mentoring

9. Tools and Technologies

10. Language Skills

Conclusion

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Who is a Non-Resident Foreigner

Why is it Important to Understand What the Status of a Non-Resident Foreigner Is

Which Foreigners are Non-Residents in Belarus

Do Non-Resident Foreigners Pay Taxes in Belarus

Features of Attracting Personnel from Non-Resident Foreigners

What Should a Non-Resident Foreigner in Belarus Pay Attention to

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Calculating Severance Pay

What is Severance Pay

In What Cases does an Employer Pay Severance Pay

Severance Pay Amount

The Main Aspects of Severance Pay:

Mandatory Payment of Severance Pay and Its Minimum Amounts

Not Less than Two Weeks’ Average Salary

Not Less than One Average Monthly Salary

Not Less than Three Average Monthly Salaries

In the Amount of Two Average Monthly Salaries

Situation and Calculation Example:

When Severance Pay is Not Paid

Why is it Important for an Employer to Correctly Calculate Severance Pay

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How to Use AI in HR

What is AI in HR?

Ways AI is Used in Human Resources

Recruitment

Performance Reviews

Employee Records Management

Employee Onboarding and Offboarding Processes

Employee Engagement Initiatives

Talent Development and Training

Workforce Planning

HR Chatbots and Virtual Assistants

Payroll Processing

Benefits Administration

Generative AI in HR

Challenges of Implementing AI in HR