Expert Ulmasov stated that competition for labour resources from Central Asian countries is growing and noted the importance of a balanced and predictable migration policy. This is not an announcement of new migration rules, deadlines or obligations. For an employer, this is primarily a market risk: a familiar recruitment channel may no longer provide the required number of candidates at the required time.
What has changed for businesses
No regulatory changes are stated in the report: the material does not establish new obligations, documents, formal deadlines or fines. The market context has changed — according to the expert's assessment, employers have to compete more actively for workers from Central Asia.
This is particularly significant for companies with high-volume vacancies in construction, housing and utilities (ЖКХ), logistics, manufacturing, agriculture, services and retail. The availability of candidates through familiar recruitment sources cannot be considered guaranteed.
How competition affects workforce planning
When there is a staff shortage, vacancies may take longer to fill, while employee turnover and recruitment costs may increase. Understaffing can create a risk of downtime if the company has not provided a reserve pool of candidates and alternative search channels.
A practical solution is to assess which divisions critically depend on this type of recruitment and compare the projected demand with actual turnover, no-shows and vacancy-filling speed. Planning should cover not only recruitment, but also retention of employees who have already been hired.
What to compete on and how to retain control
It is important for a worker to understand the terms before starting work: pay level, payment arrangements, schedule, working conditions and, where such benefits are offered, accommodation, meals and transport. Transparency of these terms helps the company make its offer clearer to the candidate.
At the same time, the shortage of workers must not be offset by rushed paperwork. It is important for an employer to accurately maintain migration documents, notifications and their individual validity periods for each foreign employee. Migration compliance includes employer checks of documents and mandatory notifications for foreign employees. The original report does not specify the exact list of documents or deadlines, so they should be checked against the applicable requirements for each situation.
What to check
- Identify positions and divisions where work depends on hiring citizens of Central Asian countries.
- Compare the recruitment plan for the coming months with turnover, no-shows and actual vacancy-filling timelines.
- Review the employer's offer: pay, clarity of payment arrangements, schedule, accommodation, meals, transport and working conditions.
- Conduct an internal audit of migration documents, notifications and their individual validity periods for foreign employees.
- Build a talent pool and use several recruitment channels without relying on a single region or intermediary.
- Appoint a person responsible for supporting foreign workers and communicating on work-related and everyday matters.