It is known that international companies often follow in their HR strategy the principle of diversity or diversity. a Number of studies have shown higher efficiency, the team which, at all levels, diversified (by sex, age, education and experience).
In Russia, this approach has not received such distribution. Do it for the Russian labor market?
On the West market, the term «diversity» implies a diversity of age, ethnicity, origin, gender, disability, race, sexual orientation, education level, geographic location, income, marital status, religious beliefs, parental status, and work experience. «Equal opportunities for different people» about this motto may be consonant with the term.
We assumed for this term another concept is specific recruitment for experience, age, gender and even worldview.
Why in the Russian market, this approach does not spread?
let’s Start with the fact that the Russian business works differently from the West. In most situations before recruiters should find a potential candidate «yesterday»employers rarely expect that in the distant future they may need certain specialists for specific tasks and will need to form a team that will perform specific tasks, or to meet certain requirements of political correctness. Perhaps all this is due to the nature and instability of Russian business and the lack of a guaranteed successful development in the long-term future, as this approach to recruitment, which includes the concept of «diversity», implies a clear understanding on what stage of development is the business and what tasks will be to stand in front of the team, including social plan.
let’s Assume that the company had just opened and begins to actively grow and develop (on the Boston matrix, this type of business will be on stage «Stars»), require continuous investment of resources and costs, at this stage there is no guaranteed success, there is no stability, but there is the possibility of a creative approach and innovative solutions tasks. Therefore, the team should be selected from young professionals with similar experience, with certain expectations, and functionality. If the company is at the stage of stable growth, it needs a team that is interested in the stability and development, which will be more efficient to accomplish company objectives./p>
General worldview, age and experience help to rally the team. The team that found a common language and not waste time fighting stereotypes and different thinking, can quickly come to the most effective and best solution. For small businesses this approach is quite convenient, since at the stage of development of homogeneous fastest team reaches its goals. For large companies more profitable to find homogeneous departments that will be responsible for specific functions and tasks of the General business.
This trip involves long-term planning, business development, it is most successful when we are faced with specific tasks that will be able to run a team of experts with similar experience, age and even education.
For the Russian labor market, this approach is relevant for small business and medium business, as it is more flexible and the most successfully integrates this model.
Dinara Makhmutova,
Recruitment company AVICONN
Consultant recruitment