Recruitment Trends: Overview of New Technologies

The labor market in Russia is experiencing a technological leap: the shortage of personnel persists, requirements for hiring quality are increasing, and the speed of decision-making is becoming a critical factor. In 2025–2026, recruitment is increasingly relying not on intuition but on data and automation.

Let’s review the key trends and tools shaping the development of the industry.

1. AI in Candidate Screening and Matching

The focus is on AI-based resume screening, candidate ranking, and predicting the likelihood of a candidate accepting an offer and staying with the company.

Companies are increasingly developing and using their own machine-learning models trained on internal data, rather than relying solely on ready-made solutions.

Effect:
Reducing the time spent on initial screening by 40–60% and improving the quality of the candidate funnel regardless of its size.

2. Hiring Based on Practical Skills Instead of the “Perfect Resume”

Recruitment is shifting from evaluating work experience and the prestige of employers listed in a resume to assessing a candidate’s actual skills.

Today, the following are evaluated during the hiring process:

practical skills (through online tests and assignments)
technical expertise
ability to quickly adapt to change
managerial and teamwork skills

These elements are becoming a mandatory part of the recruitment process.

3. Automation of the Hiring Funnel

Russian ATS solutions — such as 1C:ZUP, GeekBrains HR, and Potok — are no longer just resume databases and are turning into full-fledged hiring management centers.

They are integrated with:

HR analytics
internal corporate portals
talent pools
learning and development systems

4. HR Analytics and Forecasting

Companies now calculate:

the cost of filling a vacancy
time to hire
the probability that a candidate will accept the job offer
the risk of early employee turnover

Hiring decisions are increasingly based on numbers and analytics, rather than on “business intuition”.

5. Multichannel Recruitment: Telegram and Neural Networks

Telegram has become one of the key channels for attracting candidates.

Companies use:

recruitment bots for selecting and filtering responses
channels with elements of AI moderation

In 2025, around 60% of vacancies were posted through Telegram channels and bots — especially in IT, marketing, and remote roles — due to the speed and mobility of communication.

According to market data, 85% of Russians access Telegram daily.

6. Development of Internal Talent

With the external labor market becoming more limited, companies are focusing on internal mobility and employee retention.

The focus is shifting toward developing people within the company:

upgrading current skills
retraining employees for new roles
combining functions and responsibilities

Conclusion

Recruitment is becoming less about simply “closing a vacancy” and more about systematic work with people.

Companies are approaching hiring strategically, investing not only in technology but also in well-structured processes and strong team expertise.

According to market data:

companies using AI screening and HR analytics reduce time to fill vacancies by 30–50%, and hiring costs by 20–35%
focusing on skills and internal mobility reduces the risk of early employee turnover by 15–25%
filling positions with internal candidates happens 1.5–2 times faster than hiring from the external market

In conditions of a labor shortage, this becomes a key factor in business sustainability.

The winners are companies that invest not only in technology but also in process maturity, analytics, and team expertise.

Recruitment is becoming more complex — and that is exactly what increases the value of a professional, systematic approach.

Daria Zobnina
Recruiter, ANCOR Recruitment