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Background. The pandemic period, the sanctions impact, geopolitical events in-fluenced the development of the countryʼs economy, including the labor market. In recent years, a number of trends have been identified in the labor market: the problem of labor imbalance has worsened, employment forms and working conditions have changed. These transformations were accompanied by the automation of business processes, the erasure of the geographical boundaries of the labor market, changes in the norms that simplified the labor relationship between the employee and the employer. The issue of population decline remained relevant, which escalated due to the consequences of the spread of coronavirus infection. The above processes greatly influenced the field of employment. The purpose of this article is to study the trends in the development of the Russian labor market in the modern period. Materials and methods. The work used an institutional and structural-functional approach, which made it possible to comprehensively analyze the problem of the Russian labor market in modern conditions. Data from Russian Public Opinion Research Center (RPORC) was used, statistics from Rosstat and the HeadHunter service were ana-lyzed. Results. Based on the studied material, an analysis of the state of the labor market was carried out, the impact of political and socio-economic changes on the employment of the working-age population was revealed; the main directions of the development of the Russian labor market in the post-covid period were highlighted; described the behavior of employers and job seekers in the labor market, formed under the influence of modern trends in the development of labor relations. Conclusions. The study made it possible to identify trends that have formed in the modern labor market. In connection with the consequences of the pandemic, the previously existing problem worsened – the shortage of labor re-sources of the most popular age cohorts, which led to a deepening imbalance in the labor market, as a result of which a “race for qualified employees” was formed between employ-ers. This contributed to a change in the practice of attracting specialists in the company, stimulated employers to develop an internal HR brand. |
