How to Behave if You are Laid Off

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

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

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

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

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

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

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

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

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

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

Legal Aspects of the Redundancy of Employees in Belarus

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

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

Which Employees Cannot be Reduced

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

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

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

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

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

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

What Should an Employer Do during the Redundancy Warning Period

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

What Should an Employee Do after Being Warned About a Redundancy

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

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

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

Compensation Instead of a Warning

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

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

What Payments Does an Employee Receive when They are Laid Off

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

What Documents Does an Employee Receive when Laid off

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

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

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

1. Understanding the Legal Aspects

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

2. Emotional Support

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

3. Assess Your Skills

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

4. Find New Opportunities

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

5. Financial Planning

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

6. Maintain a Professional Image

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

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

Which Universities Train IT Specialists in Belarus

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

Belarusian State University

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

Faculty of Applied Mathematics and Computer Science (FPMI)

FPMI trains specialists in 4 specialties:

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

Faculty of Mechanics and Mathematics

Mehmet offers the following specialities in the IT field:

Mathematics and computer science.

Profile:

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

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

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

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

Faculty of Radiophysics and Computer Technology

The Faculty trains specialists in several specialities:

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

Faculty of Socio-Cultural Communications

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

Belarusian State University of Informatics and Radioelectronics

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

Faculty of Computer Systems and Networks

This Faculty trains specialists in 3 specialities:

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

Faculty of Information Technology and Management

This Faculty trains IT specialists in 5 specialities:

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

Faculty of Engineering and Economics

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

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

Faculty of Computer Engineering

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

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

Faculty of Information Security

This Faculty trains IT specialists in 2 specialities:

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

Belarusian State Technological University

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

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

Belarusian National Technical University

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

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

Belarusian State University of Economics

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

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

Gomel State University was named after Francysk Skaryna

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

Faculty of Mathematics and Programming Technologies

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

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

Faculty of Physics and Information Technology

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

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

Faculty of Economics

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

Gomel State Technical University named after P.O.Sukhoi

Faculty of Automated and Information Systems

This Faculty trains IT specialists in 4 specialities:

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

Yanka Kupala Grodno State University

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

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

Belarusian-Russian University

This university trains IT specialists in several faculties.

Faculty of Electrical Engineering

This Faculty teaches the following specialities:

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

Faculty of Engineering and Economics

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

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

Faculty of Economics

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

Faculty of Mechanical Engineering

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

Brest State Technical University

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

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

Vitebsk State University was named after P. M. Masherov

Faculty of Mathematics and Information Technology

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

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

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

Cybersecurity. Qualification “Cybersecurity Specialist”.

Polotsk State University was named after Euphrosyne of Polotsk

Faculty of Information Technology

This Faculty trains IT specialists in the following specialities:

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

Programmable mobile systems.
Computers, systems and networks.

Qualification – system engineer.

3. Software engineering. Qualification – Software Engineer.

Faculty of Computer Science and Electronics

This Faculty trains an IT specialist in the following specialities:

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

Faculty of Finance and Economics

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

Mogilev State University named after A.A.Kuleshov

Faculty of Mathematics and Natural Sciences

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

Faculty of Economics and Law

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

Polessky State University

Faculty of Engineering

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

Vitebsk State Technological University

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

Faculty of Design

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

Graphic design and multimedia design

Profiling:

Graphic design.
Multimedia design.

Qualification – designer.

Faculty of Information Technology and Robotics

You can study in several specialities at the Faculty:

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

Faculty of Economics and Business Management

The Faculty trains students in the field of Electronic Economics.

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

Part-time vs full-time

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

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

Full-time Definition

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

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

Full-time work hours across various countries:

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

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

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

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

Pros and Cons of Full-time Employment

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

Stability of Responsibilities

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

Available Job Benefits

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

Higher Take-home Pay

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

Health Insurance

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

Job Security

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

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

Risk of Burnout

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

Less Flexibility

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

Hard-to-Balance Work and Life

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

Stagnation

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

Boring Work Schedule

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

Part-time Definition

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

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

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

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

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

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

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

Pros and Cons of Part-time Employment

Exploring the pros of Part-time work:

Better Work-life Balance

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

Easier to Gain Experience

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

New Job Opportunities

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

Reduced Stress Levels

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

Saving Money on Transportation Costs

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

What are the cons of part-time work?

Less Job Security

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

Fewer Benefits

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

Schedule Stress

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

No Paid Leaves

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

Overwork

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

Comparison

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

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

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

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

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

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

Many factors influence and each employee evaluates them individually.

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

Choosing the type of employment together with Recruitment.by

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

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

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

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

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

Conclusion

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

Standard Methods of Fraud by Dishonest Employers

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

Fraud against job candidates

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

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

Fraud against employees

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

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

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

Can dishonest employers cheat recruitment agencies

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

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

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

What facts about the company should alert job candidates

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

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

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

What is a Blacklist of Candidates?

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

Let’s define what a blacklist of candidates is

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

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

Why are there no publicly available or paid blacklists of candidates

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

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

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

Which candidates are usually blacklisted

Several groups of candidates are blacklisted:

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

Do employers necessarily use blacklists?

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

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

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

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

What should a candidate do to be excluded from the blacklist

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

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

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

Why are Team Building Activities Important?

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

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

What is team building?

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

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

Why is team building important?

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

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

Types of team building activities

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

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

Tips for organization

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

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

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

Online Team Building and Virtual Team Building Activities

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

Importance of Online Team Building:

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

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

Team Building Activities for Virtual Teams

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

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

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

Benefits of Virtual Team Building

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

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

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

Dismissal on the Initiative of an Employee

The dismissal of an employee’s initiative can be a surprise for an employer. It is always essential to understand what reasons can lead an employee to such a decision and how to respond correctly to this situation. In this article, we will look at the main aspects of employee-initiated dismissal and share tips for employers on managing this process.

Features of dismissal on the initiative of an employee

An employee may take the initiative to dismiss if he has concluded a contract with him, an employment contract for a certain or indefinite period or for the performance of a certain job.
Of course, the reason for dismissal, “dismissal on the initiative of an employee,” is not written in the workbook. An employee can initiate his dismissal, for example, by agreement of the parties.
Also, dismissal on the initiative of an employee can include:

Dismissal at the request of an employee.
Dismissal at the request of the employee.

The employee initiates dismissal by agreement of the parties

The employee can agree with the employer on dismissal by agreement of the parties. To do this, the employer must decide on the possibility of dismissal and the date.
Usually, in such a situation, an employee writes an application addressed to the head of the company. In the application, the employee indicates the desired date of dismissal. It is not necessary to specify and confirm valid reasons for dismissal.
If the employer agrees to dismiss the employee, they issue a dismissal order from the date specified by the employee. Suppose the employer disagrees with the date of dismissal or dismissal. In that case, the employee is explained that it is possible to rewrite the resignation letter from another date or resign on another basis.

Who cannot be fired by agreement of the parties

Young specialists who are sent for mandatory training by an educational institution and those who studied in the target area cannot be dismissed by the parties’ agreement before the compulsory training period ends.

Dismissal at the request of an employee

An employee may request dismissal before the expiration of this contract when a fixed-term employment contract has been concluded with him. When there are specific grounds for dismissal at an employee’s request, the employer cannot refuse to dismiss. The grounds for dismissal at the request of an employee are valid reasons that the employee can confirm with documents:

An employee’s illness or disability.
The admission of an employee to military service under a contract.
Other valid reasons include a change in the employee’s place of residence, retirement, or the need to take care of a sick family member.
Violation by the employer of the requirements of labour legislation.

Features of the execution of dismissal at the request of an employee

To be dismissed at an employee’s request, he submits a written application addressed to the employer. The application needs the desired date of dismissal and a valid reason for dismissal. The employer will also need documents that confirm the reason for the dismissal. For example, a copy of the passport page with a note on the change of registration from the place of residence to another locality can be used in case of dismissal due to a change of residence.
You can dismiss an employee at his request without requesting documents from him that confirm the reason for the dismissal.
Violation of labor legislation by the employer, an employment contract is usually established by a state body that monitors employers’ fulfillment of legal requirements. When such violations are established by the inspection act, upon dismissal, the employee is paid severance pay – at least two weeks of average earnings when the employee worked under a fixed-term contract. If such an employee worked under a contract, then upon termination, the employee is compensated – at least three average monthly earnings.

Dismissal at the request of the employee

When an employment contract has been concluded with an employee indefinitely, the employee may resign, notifying the employer in writing one month in advance.
To be dismissed on this basis, the employer needs an employee’s statement indicating the date of dismissal. If the employee agrees, you can dismiss an employee without waiting a month after they submit their resignation. If desired, you can dismiss an employee who is on vacation or sick leave.
An employee may have various circumstances that make it impossible for him to continue working, such as health status, retirement age, moving to another area, or caring for young children (child). In such cases, the employer cannot refuse to dismiss the employee from the date that the employee indicated in the application.
When early (before the end of one month) dismissal is not agreed upon, at the end of the month, the employee has the right not to go to work. On the last day of work, the employer must give the employee a work record with a record of dismissal and pay wages for the time worked.

Who can’t be fired at will

You cannot dismiss at will:

An employee with whom a fixed-term employment contract has been concluded.
Young specialists before the end of the mandatory working period.

Execution of dismissal at the request of the employee

The employee submits a written application to be dismissed to the employer. When there are circumstances under which dismissal is allowed before the end of the month from the date of the employer’s warning, you need to ask the employee for documents that confirm such circumstances.
It is necessary to investigate the issue of paying severance pay to an employee. If this is required, the dismissal order must indicate the payment of severance pay and its amount. For example, when the spouse of a serviceman is dismissed in connection with the transfer of a serviceman to another locality, the dismissed employee is paid severance pay in the amount of two months’ average earnings.
In cases where an employee is entitled to severance pay and must be dismissed before the end of one month, the order indicates valid reasons for dismissal.

An employee may change his mind about quitting

An employee can withdraw his resignation letter at will before the end of the “precautionary” month. The employee submits a written application with a corresponding request to do this. In this case, the employee continues to work if an employee from the category of employees who cannot be denied employment has not yet been invited to his place. These are, in particular, persons sent to compulsory training by an educational institution, pregnant women, and single mothers.

Dismissal of an employee due to the end of the contract period

The end of the contract term concluded with the employee does not mean that the employee is no longer working and the employment relationship has automatically ended.
An employee who does not wish to continue working under a contract must notify the employer in writing of his intentions one month before the end of the contract period. If he wants to continue working, he should warn about the desire to extend the contract. The employer must do the same: a month or earlier, notify the employee in writing about the non-renewal or extension of the contract.
To be dismissed due to the expiration of the contract, the employee must write a written application addressed to the employer at least one month before the expiration of the contract.

Features of the employee’s dismissal at the end of the contract

The employee may indicate in the application one of the reasons for dismissal:

The expiration of the contract.
Agreement of the parties. In this case, the employee is fired when the contract ends, but not in connection with its termination but by agreement of the parties.

An order for the dismissal of an employee is issued no later than the last day of the employee’s work in the company. This day will be the day of the employee’s dismissal.

What needs to be done on the last day of an employee’s work

The last day of an employee’s work is the day of dismissal, which is indicated in the dismissal order. The employee’s dismissal order must be submitted under signature on the day of dismissal or earlier.

On the day of dismissal:

The employee is given a work record with a record of dismissal.
The final calculation is made with the employee: they pay him a salary for the time worked and compensation for unused vacation days that fall on the time worked.

You can deduct from the amount of the final calculation the payment for the days of vacation, which was provided in advance to the employee.
On the day of dismissal, severance pay is paid to the employee entitled to this benefit.

Actions of the employer after the dismissal of the employee

After the employee is dismissed, the organization completes and archives his personal file (if it was started).
The military enlistment office or the regional KGB department must be notified within a month after a conscripted employee’s dismissal.
No later than the day of dismissal, you need to send information about the dismissal in the form of a special electronic form to the personalized accounting system of the state social insurance – to the Social Protection Fund.

What is a Job Description?

A job description is a document that defines the duties, powers, and expected results of an employee’s work in a specific position. This is one of the documents according to which an employee performs his work duties. With the help of the job description, the employer structures work processes and ensures the effective fulfillment of business tasks. The job description must be clear and understandable to represent employees’ duties and responsibilities. The job description is essential to successful personnel management, which helps create a compelling and productive organization.

Job description – what kind of document is this?

The job description is an internal (local) document of the company. It is developed for staff who are hired for specialist and manager positions. Job descriptions are not required for the working staff.

Development and approval

Usually, the head of the department in which the employee is hired develops a job description.

The job description is coordinated by the company’s employee responsible for the personnel registration and approved by the head of the company. This ensures that the job description meets the needs of the company and the requirements for certain positions, which are prescribed in the Unified Qualification Directory of Employee Positions.

What information is included in the job description

The job description defines:

The duties of an employee are his work functions.
Tasks performed by an employee.
Rights and obligations related to a specific position.
The employee’s work schedule.

Why is it necessary to have a job description?

For an employer, a job description is an essential tool for personnel management for the following reasons:
1. Sets the employer’s expectations from employees
The job description helps to determine precisely what is expected of an employee in a given position. This prevents misunderstandings and conflicts since the employee knows what tasks he needs to perform.
2. Regulates work processes
Job descriptions help streamline and standardize work processes, improving the efficiency and quality of staff work.
3. Promotes the assessment and control of personnel
The job description serves as the basis for evaluating an employee’s performance. The employer can use it to monitor the completion of tasks and assign rewards or penalties depending on the results.
4. Promotes the professional development of employees
The duties and requirements listed in the job description help to identify areas in which an employee can improve and provide a basis for professional training and development.

Job description design options

The job description may be a separate document or part of an employment contract – an appendix. The specifics of the job description in each of these cases:

A separate document
When the job description is adopted as a separate document, it applies to all company employees who work in positions with the same name. The employer can unilaterally make changes to such a job description. When changes are related to employees’ work functions, for example, with the addition of job descriptions with functions that are not typical for a particular position, it is necessary to warn employees 1 month in advance about changes in essential working conditions. Employees who do not wish to continue working with the changed work functions can resign without waiting for the expiration date of the employment contract.
When the labour functions in the job description are clarified within the framework of the duties inherent in a particular position, the essential working conditions do not change. In this case, you do not need to warn the employee about changes in essential working conditions.
Appendix to the employment contract
When the job description is part of an employment contract, it cannot be changed without the employee’s consent.

Minimum requirements for sections of the job description

The bare minimum content of the job description includes the following 5 sections:
1. General provisions.
2. Job responsibilities.
3. Rights.
4. Relationships (connections by position).
5. Job evaluation and responsibility.

The content of the job description can be expanded relative to the minimum requirements or limited to the minimum required level.

The content of the section “General Provisions”

This section of the job description usually contains the following information:

The title of the position and the category.
Qualification requirements include the level of education, sometimes specialization and direction of education, and the required length of service.
The procedure for appointment to a position (hiring).
Subordination of an employee.
Tasks assigned to the employee.
Documents that an employee should follow in the performance of his duties.
If necessary, additional conditions related to the employee’s activities can be included in the section.

The content of the section “Job Responsibilities”

They list the employee’s duties and the employer’s needs according to the Unified Qualification Handbook. In addition to work functions, job responsibilities include compliance with labour protection and fire safety requirements. For managers, job descriptions provide for:

The obligation to create safe working conditions for subordinates.
The obligation to monitor compliance by subordinates with labour protection and fire safety requirements.

It is necessary to prescribe in the job description the obligation to comply with the established procedure for processing personal data for employees who work with personal data.

The content of the section “Employee Rights”

They list the rights that an employee enjoys while performing their work duties.

The content of the section “Relationships (connections by position)”

Describe the processes of employee interaction with the manager, colleagues, other departments, and clients.

The content of the section “Job Evaluation and Responsibility.”

This job description section contains the procedure for evaluating the employee’s performance and his responsibility for the non-fulfillment of work obligations. In this section, you can include liability measures for an employee’s violation of the trade secret regime established in the company for damage caused to the employer.
This section is linked to the “Job responsibilities” section, as the employer may hold an employee liable for non-fulfilment of the job responsibilities listed in this section.

Definition of job responsibilities

Determining the employee’s job responsibilities is essential so that he understands the processes in which he is involved and for which he is responsible.
The content of an employee’s work responsibilities should usually correspond to the qualification characteristics of this employee’s position, which is defined in the Unified Qualification Directory of Employee Positions.

Is it possible to include responsibilities for several positions in one job description?

The job description for one position can include the responsibilities for several positions, subject to the following conditions:

The work performed is similar in content.
The work performed is equal in complexity.
The jobs correspond to the employee’s qualifications without the need to change qualifications.

In this case, the employee will perform the duties of several positions without additional payment for combining and without separate consent.

It is often easier for an employer to update an employee’s responsibilities and include advanced functionality after a vacancy has been created since there is no need to obtain the employee’s consent.

Step-by-step process of job description development

Usually, the company prepares job descriptions itself or assigns them to third–party specialists—external experts. In any case, the job description is coordinated by the heads of the interested departments of the company and approved by the head of the company. It is recommended that an employee be appointed responsible for organizing the process of developing, approving, and accepting job descriptions.

This may be a line manager or another employee.

Step 1. Project development

You can entrust the development of a draft job description to:

The department head, which requires a specialist with specific functionality.
An employee who works with HR documentation.
To an external expert.

Step 2. Text Matching

After drafting the job description, the project is sent for approval to interested specialists and company managers:

a specialist or a labour protection department;
a lawyer;
to the head of the department for whose employees the job description is being developed.

Each of those who coordinate the text can leave their clarifications and comments. Next, the author aligns the instruction text with the comments or advises on its correctness and creates a final version, which is agreed upon by all interested parties.

Step 3. Approval

The job description is approved by the head of the company, to whom it is sent by the manager responsible for the job description development process. The supervisor approves the document on the first page in the upper right corner. The manager usually draws up the approval stamp, and the head gets acquainted with the text and puts his signature and date in the approval stamp.

Step 4. Registration and storage of the job description

Job descriptions are usually recorded in the job description log. The company’s responsible person develops the form of this magazine. After approval, the job description is stored for 50 years. You can store it with the manager responsible for developing and approving job descriptions or in the HR department or the department for whose employees’ job descriptions have been developed.

Successfully Manage Employee Relocation Abroad

Employee relocation is an essential aspect of modern business strategy, enabling companies to access a broader talent pool and meet strategic objectives. The process involves moving employees from one location to another, either domestically or internationally, to fill roles where their skills are most needed. As businesses expand globally, effective employee relocation services become crucial to ensure seamless transitions and maintain productivity. This guide explores the intricacies of employee relocation, including its meaning, challenges, planning, support mechanisms, and policy development, providing a comprehensive resource for managing employee relocation effectively.

In today’s global economy, the ability to relocate employees efficiently and effectively can provide a significant competitive advantage. Whether opening a new office in a different city, expanding into a new market, or simply positioning key talent where they can have the most impact, employee relocation is a powerful tool for business growth and development. However, it is not without its challenges, and managing the process successfully requires careful planning, clear communication, and robust support systems.

What is Employee Relocation?

Employee relocation management refers to the process of moving employees from one location to another, typically for work purposes. This movement can be within the same country (domestic relocation) or across international borders (international relocation). The primary goal of the employee relocation process is to position the right talent in the right location to meet organizational needs. Employee relocation service encompasses various aspects, including logistical support, financial assistance, and administrative tasks, ensuring that the transition is as smooth as possible for both the employee and the company. Understanding employee relocation meaning and assistance is vital for businesses aiming to attract and retain top talent in a competitive market.

Relocation can involve a variety of scenarios, from moving a single employee to relocating entire teams or departments. The reasons for relocation can vary widely, from filling a crucial position in a new market to bringing specialized skills to a project or office that requires them. In some cases, relocation is a temporary measure, with employees returning to their original location after a set period. In other cases, it may be a permanent move. Whatever the circumstances, successful employee relocation requires a well-thought-out strategy and a clear understanding of the various elements involved.

Difficulties of Employee Relocation

Relocating employees involves several challenges that can complicate the process. These include:

Legal Issues
Compliance with local labor laws, immigration regulations, and employment contracts is essential to avoid legal pitfalls. Each country has its own set of regulations governing employment, and failing to adhere to these can result in significant legal and financial penalties.
Relocation Costs
Companies need to budget for a wide range of potential expenses, including not only the direct costs of moving but also the indirect costs such as productivity losses during the transition period. A clear understanding of these costs and careful financial planning are essential to avoid overspending and ensure the relocation remains within budget.
Visa Requirements
Visa regulations can change frequently, and staying up-to-date with the latest requirements is crucial. Moreover, different countries have different types of visas, each with its own set of eligibility criteria, application processes, and restrictions. Ensuring that employees have the correct visas and permits to work legally in the host country is a critical aspect of international relocation.
Tax Changes
Companies must also consider their own tax liabilities, including potential changes in corporate taxes, payroll taxes, and other obligations that may arise from operating in a new jurisdiction.
Cultural and Language Barriers
Cultural differences can impact everything from communication styles to workplace norms and expectations. Language barriers can make it difficult for employees to perform their jobs effectively, as well as hinder their ability to integrate into the local community. Providing language training, cultural orientation programs, and other forms of support can help mitigate these challenges and facilitate a smoother transition.

How to Plan Employee Relocation

Effective planning is crucial for a smooth and successful relocation process. Here is our employee relocation checklist:

Understand Business Needs
Identify the strategic goals behind the relocation and determine the specific skills and roles needed in the new location. This will help in selecting the right employees for relocation. Understanding the specific needs of the new location, including any skills gaps or specific challenges, will help in selecting the right candidates for relocation and ensuring they are set up for success.
Research and Benchmark
Conduct thorough research on the destination location, including cost of living, housing options, schools, and local amenities. Benchmarking against industry standards can help in developing competitive relocation packages.
Collaborate with Stakeholders
Engage with key stakeholders, including HR, finance, and department heads, to align the relocation plan with business objectives and ensure all aspects are covered. Collaboration is key to ensuring that all relevant perspectives are considered and that the relocation plan addresses all potential issues. Regular meetings and communication with stakeholders can help keep everyone on the same page and ensure that the relocation process runs smoothly.
Use an Employer of Record (EOR)
An EOR can handle employment responsibilities in the destination country, simplifying compliance with local labor laws and reducing administrative burdens. An EOR can provide valuable support in managing the complex legal and administrative aspects of international relocation, including payroll, taxes, and compliance with local labor laws. This can help reduce the burden on the company and ensure that all legal and regulatory requirements are met.
Clearly Define Terms and Conditions
Providing detailed information about what the relocation package includes, as well as any conditions or restrictions, can help ensure that employees understand what to expect and what is expected of them.
Review and Revise Regularly
Regularly review and update the relocation policy to reflect changes in business needs, industry standards, and legal requirements. The business environment is constantly evolving, and it’s important to ensure that your relocation policy remains relevant and effective.
Develop a Detailed Relocation Plan
Create a comprehensive plan that covers all aspects of the relocation, from pre-move preparations to post-move support. This plan should include timelines, responsibilities, and key milestones.
Utilize Relocation Service Providers
Partner with professional relocation service providers to handle logistics, housing, and other aspects of the move. These providers have the expertise to manage complex relocations efficiently.
Communicate Transparently
Maintain open and transparent communication with the relocating employee throughout the process. Provide regular updates and be available to address any concerns.
Maintain open and transparent communication with the relocating employee throughout the process. Provide regular updates and be available to address any concerns.
Support
Employee relocation expenses can take many forms, from practical assistance with finding housing and schools to emotional support and guidance in navigating the challenges of a new location.

How to Support Employees During Relocation

Providing support to employees during relocation is essential for their well-being and productivity. Here are some ways to offer effective support:

Personalized Relocation Packages
Personalized packages can help ensure that employees receive the support they need and feel valued by the company. This includes providing financial assistance, offering flexible working arrangements, and helping with finding suitable housing and schools.
Utilizing Relocation Service Providers
Relocation service providers can help manage the many logistical aspects of a move, from packing and transporting household goods to finding temporary housing and helping with settling in. Utilizing their services can help ensure that the relocation process runs smoothly and that employees receive the support they need.
Health Insurance
Health insurance is a critical aspect of employee support, and ensuring that employees have access to adequate coverage in their new location is essential. This might consist of providing information about the local healthcare system, helping with finding doctors and medical facilities, and offering financial assistance with medical expenses.
Family Support
Supporting employees’ families can help ensure that they are able to settle in quickly and comfortably, reducing the impact on their productivity and well-being. This may cover providing information about local schools and childcare options, offering financial assistance with education and childcare expenses, and helping with finding suitable housing for families.
Providing Flexibility
Offer flexibility in the relocation process to accommodate the personal needs of the employee. This can include flexible start dates, temporary housing options, and support for remote work during the transition.

Relocation Policy

Developing a comprehensive relocation policy is crucial for managing employee relocation effectively. Key elements to include are:

Developing Clear Guidelines

Clear guidelines can help ensure that the relocation process is fair and transparent, providing employees with a clear understanding of what to expect and what is expected of them. This might incorporate defining the eligibility criteria for relocation, outlining the benefits and support provided, and specifying the responsibilities of both the employee and the company.

Travel Expenses

Providing clear guidelines on what travel expenses are covered and how employees can claim reimbursement can help ensure that employees are not out of pocket for any costs incurred during the relocation process. This may cover the cost of flights, transportation, and accommodation during the move.

Housing Assistance

Housing is a critical aspect of relocation, and providing support in finding and securing suitable housing can help ensure that employees are able to settle in quickly and comfortably. This could feature offering temporary housing options, providing assistance with rental agreements, and offering financial support for housing costs.

Moving Costs

Moving can entail covering the cost of packing and transporting household goods, as well as providing storage options if needed.

Short-term Housing

Providing short-term housing options can help ensure that employees have a place to stay while they find suitable permanent housing, reducing the stress and disruption of the relocation process. This could encompass offering temporary housing options such as serviced apartments or hotels, as well as providing financial support for short-term housing costs.

Meal Allowance

Providing a meal allowance can help ensure that employees are not out of pocket for any food expenses incurred during the relocation process. This may cover offering a daily or weekly allowance to cover the cost of meals, as well as providing financial support for any additional food expenses.

Paid Time Off Work

Offer paid time off for employees to manage their relocation, including packing, moving, and settling into the new location. Providing paid time off can include offering paid time off for packing and moving, as well as additional time off for settling into the new location.

Communication Strategy

Develop a communication strategy to keep employees informed throughout the relocation process. Regular updates and clear information help manage expectations and reduce stress. Clear and open communication can help ensure that employees are kept informed about the progress of the relocation and any potential issues, reducing stress and uncertainty. This may involve providing regular updates on the status of the move, offering clear information about what to expect, and being available to address any concerns or questions.

We offer comprehensive assistance with visas and work permits, ensuring compliance with local regulations. Additionally, our Employer of Record (EOR) and Professional Employer Organization (PEO) services allow businesses to hire employees in new locations without the need to establish a legal entity. This simplifies the process and reduces administrative burdens, enabling companies to focus on their core operations.

We also offer support in managing the ongoing compliance requirements, including renewing visas and work permits as needed. Our EOR and PEO services provide a comprehensive solution for managing the legal and administrative aspects of international employment, allowing businesses to expand into new markets quickly and efficiently.

In conclusion, employee relocation assistance is a complex process that requires careful planning, support, and clear policies. By understanding the challenges and implementing effective strategies, businesses can manage employee relocation successfully, ensuring smooth transitions and maintaining productivity. Our comprehensive relocation services, including visa assistance and EOR solutions, are designed to support businesses in navigating the intricacies of employee relocation, allowing them to access a global talent pool and achieve their strategic goals.

Effective employee relocation can provide significant benefits for both businesses and employees, enabling companies to access new markets and opportunities while supporting employees in their career development. By investing in robust relocation support and services, businesses can ensure that their relocation processes are smooth, efficient, and successful, helping to drive growth and success in the global economy. Whether it’s a single relocation employee or entire teams, the right strategies and support systems can make all the difference.

What Should be the Test Assignment for an IT Candidate?

The hiring process in IT is quite complex. It consists of many steps to select the best candidate. One of the most important components is the test task, which can give a clear picture of the candidate’s practical skills and ability to solve professional problems.

A well-designed project test or interview project will help your potential employee to show his/her best qualities, display expert skills, and convince his/her uniqueness. It’s also the first practical introduction to future responsibilities. Today in our article we will evaluate the importance of Pre-Hiring Assessment and pre-hire projects, and what role this stage fulfills in the overall HR policy of the campaign.

What’s a Pre-Hire Project?

What is the pre-hire project? It is a special test task for a candidate for a position, which should be performed to assess the real professional skills and compliance with the corporate requirements of the company. It is a useful step for a potential employee to familiarize himself/herself with the professional duties and style of the employer.

This task often simulates tasks that candidates will encounter in a real job. The main objective is to assess the ability to solve these tasks, original approach, speed, and responsibility in the solution process.

Unlike theoretical questions or coding tests, the project test gives a complete picture of how the candidate approaches problem-solving, collaborates with team members, and manages their time.

When Giving a Test Task is a Great Idea

Of course, it’s ideal if you can provide a hiring process with detailed research on each candidate, including using a project test. But there are situations where a test assignment is a necessity. These situations include:

Hiring for a unique project: If your service or product requires a unique approach to creation, which means you need exclusive software development experience and narrow specialization. In this case, a test assignment will help ensure that the candidate is indeed capable of meeting the corporate requirements. A customized interview project can simulate the specific tasks the candidate will face, giving you a clear idea of their suitability.
Proof of the applicant’s actual skills and talents: Oral interviews and resumes do not fully characterize the candidate. How will he or she meet professional challenges? What real skills do candidates possess? Is it possible to realize theoretical knowledge in practice? The test project requires candidates to demonstrate their real skills and, most importantly, to convince the employer of their value as new employees.
Candidate with no experience or no experience in the required field: Suppose candidates for a position in your company don’t have experience in the required field. We suggest offering a test project. This can be relevant for very young professionals who have recently graduated or for professionals who are transitioning from another field. A test assignment can be a great way to prove your competence and demonstrate your practical skills and ability to solve professional problems, even if you do not have a lot of work experience. It is also a measure of a candidate’s potential for a particular company, and to what extent the lack of experience will be compensated by a lively and flexible mind.
The applicant Doesn’t Have a Portfolio: In cases where candidates lack a comprehensive portfolio, a test task can serve as a substitute to demonstrate their work quality. This is particularly useful for recent graduates or self-taught developers.
Demonstration of the immediate practical responsibilities of the job: A well-designed test case can also help candidates understand the nature of the work they will be expected to do. This is a useful trait, as candidates will be able to further test how comfortable, convenient, and quality they can perform their job duties. Whether the new job is a mistake that will cause candidates and companies to waste their time and money.

When Not to Give a Test Assignment

We have considered situations where an additional test of professionalism is necessary. We also suggest discussing the variant: when not to give a test assignment. These situations include:

The candidate has an excellent portfolio and resume: Yes, this situation is quite common. A unique star has arrived on your HR skyline. And we advise you not to miss this star. That means don’t lengthen the hiring process with one more step. Your candidate’s previous experience is proof enough of professional ability. Several HR professionals may be competing for this person at the same time, and very often such cool professionals choose from several job offers. In this case, the speed of decision-making will work in your company’s favor.
Recruiting Top Managers: For management positions, extensive testing may not be necessary. It is much more important for top managers to possess the qualities of agility, strategic thinking, ability to calculate several steps ahead, communication skills, flexibility, team management talent, and so on. The test task should also take these characteristics into account and be as dynamic and mobile. Still, this measure will prove to be insufficient to evaluate a candidate or too labor-intensive. It is much more effective to study case studies and conduct an additional verbal interview.
The candidate’s technical skills: Sometimes technical skills can be assessed in other ways, such as coding interviews or technical questions, making a test assignment unnecessary.
Tight deadlines for hiring a new employee: If the hiring timeline is tight, a lengthy test assignment may not be appropriate. In such cases, it is better to rely on interviews and other types of assessments.

What to Consider When Creating a Test Task

Let’s get to the basics: what are the requirements for creating a test task?

Determining the time to complete the test task: Determine the scope of the test task and what lead times will be acceptable. Too little time can negatively affect the result, and too much time negatively affects the motivation of potential employees.
Self-determination: Allowing candidates to determine their deadlines for a task allows them to accommodate their schedule and gain insight into their time management skills.
Full scope of information and corporate data: The candidate should receive from the employer the full amount of data needed to complete the test task. Uncertainty and lack of information can lead to frustration and skew assessment results.
Tools the candidate will need: Ensure that you provide the necessary tools that candidates will need to use in their test work. This will help familiarize them with the potential work environment and the tools they will have to work with in the future.
Be open to communication: Be prepared to answer any questions that are relevant to the performance of the test task. On the contrary, feedback and open communication will have a positive impact on the outcome and create a friendly atmosphere.
Never use the candidate’s work for the benefit of the organization:The test task should be solely an assessment tool and not a way to get free work. Ensure ethical behavior by making the assignment purely evaluative.

How to Create a Test Task

Creating a test task requires additional preparation and study of the job responsibilities that will be required as the job employer collaborates with their employee. Let’s consider the main stages.

Identify Your Project/Position Goals: What do you need to get out of the new employee? What production tasks will he or she perform? Get this information and create a test task based on it.
List the necessary skills for the new employee: Research the selected position for the new employee. What competencies must be utilized to perform the job duties with quality and speed? The answer to this question will help you design a task to assess these skills as part of a test task.
A realistic problem to solve: Think of a realistic production task to be solved. This task should be as close as possible to the employee’s future responsibilities. You should utilize the best professional qualities to solve this task while avoiding the pre recruitment complexity for job seekers.
Set specific parameters and conditions for the task: Clearly define the conditions of the test task and the results you expect from the applicant. Also, don’t forget the specific parameters that will ultimately affect the score.
Check and test task: Before giving the task to the candidate, make sure that the test can be completed within the given parameters and test it internally to ensure its adequacy and level of difficulty.

Creating an effective test assignment involves careful planning and consideration of various factors. By following these guidelines, you can design a test task that not only evaluates a candidate’s skills accurately but also enhances your hiring process, ensuring you find the best fit for your team.

Professional IT recruiting with HR Agency

Our Agency provides high-quality IT recruiting solutions. This is an open team of professionals with extensive experience in the field of digital technologies and recruitment for this sphere.

Our team of HR specialists will create a unique team of IT professionals for any client’s request. Our recruiters dive deep into each project and the specific needs of the client. And most importantly – the first result will be already from the first days of cooperation.

No delays and misunderstandings – only an open and fast process of creating your dream team.

Effective communication, understanding of the client’s business, speed of hiring, and modern technology – these are the principles the Recruitment team adheres to.

IT recruiting for a modern company is a difficult stage that requires an understanding of both the software development process itself and the specifics of HR department employees’ work and search for new candidates on the international market. Not all companies are ready to spend effort and money on finding the perfect employee, which eventually leads to problems in product development and conflicts at work.

Delegate this complex process to professionals who specialize in this area. Professional help will ensure stable results, and most importantly will allow you to concentrate on your main task – creating a great digital product!

How to Behave if You are Laid Off

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

Legal Aspects of the Redundancy of Employees in Belarus

Which Employees Cannot be Reduced

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

What Should an Employer Do during the Redundancy Warning Period

What Should an Employee Do after Being Warned About a Redundancy

Compensation Instead of a Warning

What Payments Does an Employee Receive when They are Laid Off

What Documents Does an Employee Receive when Laid off

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

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Which Universities Train IT Specialists in Belarus

Belarusian State University

Faculty of Mechanics and Mathematics

Faculty of Radiophysics and Computer Technology

Faculty of Socio-Cultural Communications

Belarusian State University of Informatics and Radioelectronics

Faculty of Computer Systems and Networks

Faculty of Information Technology and Management

Faculty of Engineering and Economics

Faculty of Computer Engineering

Faculty of Information Security

Belarusian State Technological University

Belarusian National Technical University

Belarusian State University of Economics

Gomel State University was named after Francysk Skaryna

Faculty of Mathematics and Programming Technologies

Faculty of Physics and Information Technology

Faculty of Economics

Gomel State Technical University named after P.O.Sukhoi

Yanka Kupala Grodno State University

Belarusian-Russian University

Faculty of Electrical Engineering

Faculty of Engineering and Economics

Faculty of Economics

Faculty of Mechanical Engineering

Brest State Technical University

Vitebsk State University was named after P. M. Masherov

Polotsk State University was named after Euphrosyne of Polotsk

Faculty of Computer Science and Electronics

Faculty of Finance and Economics

Mogilev State University named after A.A.Kuleshov

Polessky State University

Vitebsk State Technological University

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Part-time vs full-time

Full-time Definition

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

Pros and Cons of Full-time Employment

Part-time Definition

Pros and Cons of Part-time Employment

Comparison

Choosing the type of employment together with Recruitment.by

Conclusion

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Standard Methods of Fraud by Dishonest Employers

Fraud against job candidates

Fraud against employees

Can dishonest employers cheat recruitment agencies

What facts about the company should alert job candidates

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What is a Blacklist of Candidates?

Let’s define what a blacklist of candidates is

Why are there no publicly available or paid blacklists of candidates

Which candidates are usually blacklisted

Do employers necessarily use blacklists?

What should a candidate do to be excluded from the blacklist

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Why are Team Building Activities Important?

What is team building?

Why is team building important?

Types of team building activities

Tips for organization

Online Team Building and Virtual Team Building Activities

Team Building Activities for Virtual Teams

Benefits of Virtual Team Building

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Dismissal on the Initiative of an Employee

Features of dismissal on the initiative of an employee