What times, such customs
The crisis has changed not only the structure of the labor market, but also the requirements for employees and job seekers.
Now employers do not rely so much on promising employees, leaders, and ambitious people-although it was on the encouragement of such people that the previous motivation systems were built-as on silent performers, people who are thorough, quick, and do not grab stars from the sky, but are cheap, undemanding, and reliable in solving simple tasks.
The market needs simple performers. However, now there are companies that rely on talented smart people.
Who is not neededAs a result of the crisis and the subsequent reduction and changes in the labor market, first of all, people with high demands who expected rapid growth in wages, bonuses, or even participation in the capital of companies were out of business.
The rich and immoderate era of expensive oil has created a special layer of people who expect a constant and rapid growth of well-being. Now these people not only do not get what they expect from life and work, but they are almost unclaimed for the most part.
The current period of severe cost reduction does not allow employers to meet the previous requirements of employees, even if they are talented and productive.
Employees of the media sphere — advertisers, PR people, and media managers-were severely affected. The demand and cost of Bank clerks, secretaries, economists, lawyers, and back-office employees has decreased.
Personnel specialists, psychologists and other professions of the “cost sector”are not required in the same number.
Older people were affected. Now it is easier to hire a young and inexperienced, but undemanding and energetic employee than to worry about the needs of experienced and at the same time sophisticated and demanding people of older generations.
Of course, there are still popular professions. But there aren’t many of them. Among the most common ones, you can list IT specialists, sales managers, technical specialists, engineers, and Adjusters. These areas of activity are always in demand and will be in demand as long as these industries themselves exist.
Individual requirements for employees have also changed. Now business needs other personalities. If for many years the image of a successful, sought-after employee was based on the idea of personal potential revealed in the process of work and training, much attention was paid to the development of the employee and his future, now everyone needs the present.
The employee should be valuable to the employer not tomorrow, but now.
And its value is very often determined not by the brightness of thinking and the merits of self-presentation, but by the value of labor, the surplus value produced here and now.
When Russian business was in a state of rapid growth, employers were afraid of losing employees, as this automatically led to a loss of market share and the inability to further develop.
That is why the business was willing to pay even more, just to get a guarantee that employees will not go to competitors.
Now, markets are shrinking, and business processes are being grouped and optimized, resulting in fewer operations.
The employee is no longer valued as before. It can go all four ways. And “there” it is not necessary. The only person who remains at work is the one who is willing to tolerate and prove their need to the employer.
However, there are personal characteristics, skills and abilities that allow employees to be valuable to the employer, even partially.
Here are the most popular personal characteristics and skills of employers:
1. Sociability. This property helps in sales, teamwork, and almost everything and everywhere.
2. Initiative. If it is not burdened with high career expectations and salary requirements, the employer is very valued, as it helps the company grow or at least stay afloat in any conditions. An enterprising employee will always stop a leak, take on someone else’s functions that someone has not fulfilled, and offer a solution in a difficult situation.
3. Enthusiasm. A nice addition to initiative, motivating the surrounding employees.
4. Interest in the content of the work, not just in remuneration. Those who are interested in working are always appreciated. An employee who delves into all processes is a treasure. Such a person can make a good career even during a crisis.
5. Responsibility. According to research by Russian HR companies, responsibility is the leader among the requirements of employers. this property is the first thing an employee should have. Responsibility always. In a crisis, irresponsible workers simply don’t have a chance to stay in their jobs.
6. Emotional stability. The need for overwork, sweatshop system, low level of remuneration-all this requires a lot of patience and calmness. Employers are well aware of this. Explosive and prone to whining do not take to work.
7. Adaptability and optimism — the ability to quickly get used to changes and maintain presence of mind. This may be new responsibilities, new colleagues, a new office, or a deterioration of new conditions. Those who do not just complain, but continue to work normally in the changed conditions, or even see some bright prospects, automatically win in the eyes of the employer.
8. Sense of duty. It is always in demand, but in a crisis it is mandatory. Discounts on features of creative nature, on greater independence are no longer made.
9. Ability to work in a team. If in the old days, some companies could function quite successfully as single specialists who do not need a team, who do not know how to maintain working communications, now the ability to “pick up” work, share it with others for the sake of optimizing, speeding up and reducing the cost of processes is a very important skill, if not mandatory. A team player is always more convenient and cheaper for the employer than a single player.
10. Fast learning. Given the fact that employers now like to find cheap workers without overpaying for experience and qualifications, those who are hired should be able to learn quickly. Those who are not trained are not needed and lose their jobs.
Where do you need smart guys and careerists
Despite the current situation, employees who want further career development, training and professional growth are still needed in some places.
First of all, large international companies — multinational corporations, major banks, and major service and engineering companies-continue to look for and hire such ambitious and talented young people.
The largest consulting and research firms also need an influx of ambitious and talented workforce.
Ambitious people are also in demand in manufacturing companies, whose demand for products never drops.
These are the leaders in the production of consumer products-manufacturers of mass-produced food products, detergents and hygiene products. These are pharmaceutical manufacturers. The IT business focused on the consumer sector is also interested in a skilled workforce.
Those who write and develop programs for devices and electronic systems used by everyone do not feel the crisis.
People continue to use computers, gadgets, and devices that are necessary at work and at home. Domestic manufacturers that develop business in the segments where foreign companies leave-retail, clothing production and sales, agricultural products, etc. – also need people and are ready to provide many of them with favorable working conditions.