И напоследок: как бы вы определили свой импакт?

За свою жизнь «Лаборатория карьеры Алёны Владимирской» помогла улучшить карьеру нескольким десяткам тысяч «белых воротничков». Это не значит, что мы помогли им найти новую работу. Мы именно помогли разобраться с карьерой. А если мы берем бесплатные вещи в виде вебинаров, марафонов, то, наверное, это уже несколько сотен тысяч «белых воротничков» в стране. То есть наш главный импакт в том, что мы помогаем соискателю найти понятные, прозрачные способы сделать свою карьеру максимально эффективной. Речь не обязательно про деньги. Это может быть про должность, про интересные проекты, про переход из найма в свое дело или обратно. То есть мы реально всегда помогаем, уже 22 года, и по большей части бесплатно.

Юлия Вяткина

Журналист

Social impact is one of the top career trends in 2022. If you know how to apply the impact in your career, it increases your value on the labor market and makes you happier. What are the impact criteria in your career, why should HRs disclose salaries in job postings for “white collars”, and where to search for a job with an impact? Alena Vladimirskaya, one of Russia's most influential experts on recruitment and headhunting, talks about these issues in an interview with Yulia Vyatkina.

Alena Vladimirskaya

How can you define an impact in relation to career?

There are two ways of looking at it. First, there are firms that call themselves impact companies. Their impact criteria are clear and have nothing to do with recruitment. These companies say that they are not just making money, but also improving the world and making the Earth and the people who inhabit it happier. Of course, job seekers have a more positive attitude towards impact companies as opposed to companies without the impact factor.

However, it does not matter how much a company is involved in external activities, such as planting trees, recycling or feeding children in Ethiopia. If it does not have an impact on the lives of its own employees, it will experience high staff turnover, bad reputation, emotional burnouts, etc.

When we talk about impact recruiting, the first and foremost is of course a focus on diversity in employment. A company may seem cool, but it refuses to hire a 58-year-old employee or would not promote him or her. The second extremely important thing is salary transparency.

Is this why you at Facancy (a job-seeking service for middle and top management founded by Alena Vladimirskaya and Sergei Druzhinin – ed. note) disclose salaries for any job offering?

Yes, and we are tired of explaining to recruiters why they need to do the same. They don't get it, don't do it, get annoyed. On our website, companies must disclose average salary forks for every opening. For any vacancy for “white collars” you can see three figures – minimum, maximum, and median salary, meaning the most common one. Social impact also involves salary transparency right from the start, already during the job interview. You need to understand how to increase your income and get clear career progress criteria.

In other words, impact in relation to career is full adherence to diversity and a clear, transparent motivation system both inside and outside the company. Without such obvious internal impact considerations, all the external impact is a hoax that will be exposed very quickly.