In particular, employers prefer IT specialists with

[tanjimajuha20]

Ellectus" Evgeniya Dvorskaya and the founder of the recruiting agency NewHR in the IT sphere Kira Kuzmenko. The latter adds that the demographic hole in the country also affects the shortage.

more than three years of sweden whatsapp resourceexperience, notes Alexander Veterkov, Deputy General Director of Rabota.ru. He explains this by the fact that many companies create departments from scratch, so they do not have the opportunity to train and wait until the specialist grows and reaches a level of qualification sufficient to solve business problems.

Therefore, in order to get a ready-made experienced IT specialist, companies lure specialists from other employers, says Myalo. Companies compete in rubles, which provokes an increase in salaries, says Kuzmenko and Myalo agrees.

However, Kuzmenko also notes another competitive advantage on the market - brand. Companies in the Tier 1 category, i.e. large "bigtechs" like Yandex, Avito, etc., can afford not to overpay: candidates want to get a line in their resume that will further increase their value on the market, Kuzmenko explains.

At the same time, the number of juniors and middles is growing exponentially, adds Myalo. Dvorskaya explains that the market is filled with young specialists without experience, who were graduated from online schools. But, according to her observations, the strategy of IT corporations "let's take juniors and train them" did not justify itself, and it was after this that many turned towards experienced specialists.

The competencies of entry-level specialists often do not correspond to the level that the employer needs, adds Myalo. He explains this by irrelevant programs at universities, superficial training in online courses and the frequent unwillingness of employees to develop themselves, because you can earn good money even in entry-level positions. For example, testers without experience can earn up to 100,000 rubles on average, and with 1-3 years of experience - up to 300,000 rubles, says Myalo.

At the same time, according to Veterkov's observations, the market structure is gradually changing: companies are hiring juniors and middles more often than seniors. Because of this, the greatest increase in 2020-2022 was shown by the salaries of middles, the competition for which has increased many times over, says the interlocutor of Vedomosti.

"Due to the personnel shortage, employers are reviewing their hiring approaches: they are more actively hiring young or older applicants, changing work experience requirements, investing more in training newcomers, considering candidates from other fields, investing in retention and intensive growth of labor productivity of current personnel," Veterkov notes. But this is a long-term game: it takes a lot of time to grow a junior into a senior, Myalo concluded.