The modern labor market is increasingly oriented toward hybrid and remote work formats. Candidates have grown accustomed to this trend, yet not all companies are ready to follow suit.
“From the candidate’s perspective, the ability to work remotely or in a hybrid format continues to be an important factor when choosing a job,” says Anna Loginova, General Recruitment Consultant at LavoroSolutions, speaking at a career meetup organized by the Career Development Center “Technograd.”
Having conducted over 3,400 interviews with candidates, Anna knows from experience that a full-time return to the office is unacceptable for many, as people have already experienced the benefits of working from home. “For example, accountants with experience handling primary documentation are currently in demand, but many of them seek to combine two jobs, maintain a flexible schedule, and have the option to work remotely several days a week. This creates certain difficulties in finding suitable candidates, as companies are looking for full-time employees.”
Responding to meetup participants’ questions, the LavoroSolutions expert noted that not all vacancies posted on job sites fully reflect the actual volume of company requests. “In some cases, companies use hidden search — they don’t publish vacancies publicly to avoid signaling their intention to lay off an employee or to prevent information leaks that could impact HR strategy. Sometimes a company has no presence in the country where they’re searching and is just beginning to develop their business. Yet they still need to find employees, so they turn to referrals or the extensive internal databases of recruitment agencies.”
The advantages of specialist recommendations from recruitment agency consultants are noteworthy. “Often we receive resumes on our website from candidates who don’t currently match a client’s request but would be an ideal fit for their corporate culture. Or, drawing on our extensive recruitment experience across different industries, we recognize that a suitable vacancy periodically comes our way. In such cases, the question arises: should we recommend a suitable candidate even when there are no current openings? Absolutely, we should.”
At LavoroSolutions, we select well-structured resumes from those submitted and identify potential opportunities. We proactively reach out to candidates to discuss their preferences, and even if collaboration doesn’t begin today, it might happen next month or later.
Collecting references from previous employers is not mandatory, but in some cases we conduct this procedure — when a client has doubts about a potential employee or faces difficulty choosing between two finalists. There’s another reason companies are interested in references: when an employer genuinely cares about newcomers and wants to understand under what conditions a new employee would feel most comfortable during the adaptation period and in their ongoing work.
“As a recruitment company, we’re invested in people’s successful employment and motivated to help them find the most suitable positions. Everyone faces new challenges requiring flexibility and adaptation from both candidates and companies, and we’re finding new solutions to achieve success for both sides.”
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