Since the beginning of 2026, Rabota Rossii personnel centers («Работа России»), government employment-service hubs, have helped almost 420 thousand jobseekers find work. This is approximately 10% more than during the comparable period last year, or roughly 42 thousand people. For companies with open positions, the statistics show that the employment service remains a significant candidate-sourcing channel alongside familiar platforms and internal referrals.
Rising employment figures: a signal for recruitment planning
Almost 420 thousand people placed in jobs through personnel centers is not a guarantee that a specific vacancy will be filled, but it does indicate the scale of the system’s work. Employers should consider this channel if recruitment is taking too long, several employees are needed at once, or broader access to jobseekers is required.
This approach is particularly practical during labor shortages: a company does not have to limit itself to a single candidate source. At the same time, the published report contains no data on the share of vacancies filled, recruitment timelines, regions, or occupations, so results should be assessed in relation to the company’s own positions.
Recruitment options available to companies
Personnel centers offer employers both high-volume and targeted recruitment. Targeted recruitment may be suitable for a specific vacancy with a clearly defined candidate profile, while high-volume recruitment is appropriate when an organization needs to fill several similar positions.
Before contacting a center, it is worth bringing the vacancy description into a practical format: specify the duties, required qualifications, pay terms, schedule, and work location. The more precise the initial parameters, the easier it is to match candidates to the business need and discuss possible ways to fill the position.
Jobseekers have access to 33 services, including help with CVs, vacancy matching, career guidance, internships, and training. This may broaden the pool of candidates who can be considered after training or retraining, but the availability of such an option for a specific vacancy should be clarified with the center.
Subsidies and training: what to ask the center about
Personnel centers also advise employers on applying for subsidies. The fact that consultations are available does not mean that a subsidy is available to every company or for every vacancy: whether the measure applies depends on the specific circumstances, and the terms were not disclosed in the original report.
Therefore, employers should separately request a list of relevant support measures and the procedure for applying for them. The reviewed material does not name the documents, subsidy eligibility criteria, amounts, application deadlines, or decision-making timelines. These details must be clarified directly when making an inquiry.
If part of the staffing need can be met by candidates who complete training, this should also be discussed in advance. The Ministry of Labour and Social Protection of the Russian Federation (Минтруд), the federal ministry responsible for labor and employment, confirms that training is among the services available to jobseekers, but does not establish an obligation for a center to organize training for every vacancy.
How to combine recruitment with hiring foreign nationals
The news item does not introduce special rules for employers of foreign nationals and does not change the procedure for processing their employment. Using a personnel center does not cancel the existing migration procedures for vacancies that a company plans to fill with foreign nationals.
In practice, it is useful to divide the staffing plan: identify positions that can be filled through Russian jobseekers and the center’s services, and positions for which foreign personnel are expected to be hired. For the second group, the worker’s status, work authorization documents, and mandatory notifications must be monitored separately.
The Ministry of Labour did not specify the deadlines for submitting vacancies, reviewing applications, or receiving subsidies in its report. However, in the case of high-volume recruitment, employers should make contact before launching the search: referring candidates and potentially providing training take time, although the material does not specify how long.
What to check
- Check which open vacancies can be filled through a personnel center with Russian jobseekers.
- Prepare the duties, qualifications, salary, schedule, and work address for each position.
- When hiring several employees, clarify whether high-volume or targeted recruitment is available.
- Find out whether candidates who have completed training or retraining can be considered.
- Request information about applicable support measures and the procedure for applying for subsidies.
- For vacancies involving foreign nationals, separately monitor migration documents and mandatory notifications.