Часть 1: Основы привлечения талантов
A Comprehensive Guide for Russian-Based HR Professionals
Введение: Добро пожаловать в привлечение талантов
This comprehensive book is designed specifically for Russian-speaking HR professionals who want to master American talent acquisition and recruiting practices. We understand the unique challenges you face as an English-as-a-Second-Language (ESL) speaker learning about a different HR system.
What makes this book special:
Talent Acquisition (привлечение талантов) is the strategic, ongoing process of identifying, attracting, and onboarding skilled workers to meet organizational needs. It is more comprehensive and strategic than simple recruiting (рекрутинг).
The talent acquisition process consists of several interconnected stages:
| Stakeholder | Role in Talent Acquisition |
|---|---|
| Recruiters (Рекрутеры) | Manage the end-to-end recruiting process, source candidates, conduct initial screenings |
| Hiring Managers (Менеджеры по найму) | Define job requirements, interview candidates, make final hiring decisions |
| HR Business Partners (HR бизнес-партнеры) | Align talent strategy with business needs, advise on workforce planning |
| Talent Acquisition Leaders (Руководители по привлечению талантов) | Set strategy, manage recruiting team, oversee metrics and budget |
| Sourcers (Специалисты по поиску) | Proactively identify and engage passive candidates |
| Recruiting Coordinators (Координаторы по подбору) | Schedule interviews, coordinate logistics, manage candidate communication |
| Candidates (Кандидаты) | The individuals being recruited; their experience is critical |
Часть 1: Основы привлечения талантов
The United States has the largest recruitment market in the world:
This is larger than the UK, Japan, and Canada recruitment markets combined. The US IT temporary recruitment sector alone ($41.7B) is nearly as large as the entire UK recruitment market ($51B).
The most fundamental difference between US and other countries' employment systems is at-will employment (занятость по желанию).
At-will employment means that either the employer or the employee can terminate the employment relationship at any time, for any reason (or no reason), with or without notice, as long as the reason is not illegal (e.g., discrimination, retaliation).
Key implications for recruiting:
Полный глоссарий: англо-русская терминология рекрутинга
This glossary provides English recruiting terms with Russian translations (русские переводы), simple definitions, and notes on American vs British English differences where applicable.
When a selection practice disproportionately excludes a protected group. Measured by the 80% rule (also called four-fifths rule). If a protected group's selection rate is less than 80% of the highest group's rate, adverse impact may exist.
Proactive efforts to ensure equal employment opportunity for protected groups. Required for US federal contractors with 50+ employees and $50,000+ contracts. Note: Not the same as quotas (which are illegal).
Software that manages the recruiting process, including job postings, resume screening, candidate tracking, and reporting. Major platforms: Workday, Greenhouse, Lever, iCIMS, Taleo.
Employment relationship that can be terminated by either party at any time for any legal reason. US-specific concept - does not exist in UK or Russia.
Note: This is a sample of the comprehensive glossary. The full chapter contains extensive glossary sections with dozens of terms across multiple categories.