Job application form: sample, example. How to write a job application Education information

Questionnaire, translated from French, means investigation. Employers use surveys to form a team of employees capable of performing assigned tasks as efficiently as possible, without conflicts or clashes of interests. A properly compiled questionnaire is the key to success in achieving this goal.

Questionnaires serve different purposes than resumes. A resume is a representative document from a candidate to an employer, in which he focuses on his professional qualities. The questionnaire is compiled by the employer to determine not only the level of professionalism, but also the personal and psychological state of the applicant.

According to the Government Order, filling out a questionnaire is mandatory when applying for a job in the state and municipal service through a competition. In other cases of employment, the survey is done at the discretion of the employer.

The document can be short (no more than 10 questions) or extensive (up to 30 answers). The higher the position, the requirements for knowledge and experience, the more information the employer wants to receive.

Thanks to a well-designed questionnaire, it is determined:

Psychological stability. Indirect confirmation will be information about marital status, presence of children, place of residence.
Professional interest: reasons for joining, proposed projects, working overtime, business trips, training.
Sociability, non-conflict.

The document contains several subsections, each of which has its own meaning. General information and a photograph are required parts. Data on residence, marital status, education, qualifications, specialty, position, work experience must be confirmed by relevant documents in case of hiring. In this case, the questionnaire is included in the employee’s personal file.

If a vacancy is rejected, the document is stored in the enterprise/organization database. In any case, the questionnaire must contain a clause regarding consent to the processing of personal data. The employer is responsible before the law for maintaining their confidentiality.

Who compiles the questionnaire

The standard questionnaire was approved by the Government Decision for applicants for positions of state and municipal employees. It has its own peculiarity and cannot be used in full by other employers. Each enterprise has the right to develop its own templates for filling out employment questionnaires, taking into account the specifics of its activities and requirements for candidates.

In large, multi-industry enterprises, it is not practical to use one type of questionnaire. It should contain two parts: with general information and highly specialized ones.

The general or standard section contains the data necessary when hiring an applicant for a job to draw up a personal file and an employee card - this is:

personal information,
information about relatives,
education,
experience,
questions about criminal records,
opportunities to work full time (for disabled people of group 3),
driver's license.

The motivational part of the document, which contains a request about the candidate’s professional ambitions, is appropriate for vacancies with prospects for job growth. This block also includes a question about the expected level of wages.

The questionnaire is completed by asking whether the applicant agrees to the processing of his personal data.

Specialized issues are included upon the recommendation of the manager in whose department the vacancy exists. Here you need to indicate specific types of activities: knowledge of foreign languages, programming, accounting, financial reporting, etc.

Where can I get the application form?

Ready-made application forms for employment can be downloaded from the Internet, choosing the most suitable option. Specialized sites offer ready-made forms, to use which you just need to print them on a printer.

You can familiarize yourself with the questionnaire of companies related by type of activity, taking it as a basis or completely copying it. For example, questionnaires from Sberbank and Aeroflot are posted on the Internet. Reputable enterprises have on their staff highly qualified personnel of lawyers, psychologists, and personnel officers who have developed samples for internal use.

How to fill it out correctly

Attention! You are asked to fill out the questionnaire immediately before the interview.

At the same time, it is assessed how quickly, competently, and accurately it is completed. Carelessness, unclear handwriting, and corrections will create a negative impression of the candidate. To avoid such a mistake, you must first familiarize yourself with the standard content by downloading the job application form. Prepare documents from which information will be entered.

There should be no inaccuracy, typos, or omission of questions. The applicant must understand that the personal information will be checked against the submitted photocopies of the passport, diploma, and certificates. And the documents themselves will be checked for authenticity.

Sample filling

An approximate version of the questionnaire begins with a table of contents and a photo, for example: vacancy _______________ photo.

Then, after the title of the document, follow:

FULL NAME _______________________________.
Data on date of birth, citizenship, place of residence-registration, passport information, contacts (home, mobile phone, e-mail).
Family status and information about parents and children.
Educational qualification: indicating the period of study, name of the educational institution, diploma specialty. Then, if any, advanced training courses and a second specialty are listed. Knowledge of languages and use of software products are indicated.
Work experience (countdown): periods of work, company name, position.
Additional information regarding driver's licenses, criminal records.
Point about consent/disagreement of storing personal information in the database.

Attention! The document should not contain questions of a discriminatory nature: about nationality, faith, state of health.

Filling out a job application form is an intermediate step before the interview and making a decision on choosing a candidate. There are survey requirements for both parties: the employer and the candidate. Questions should be concise, understandable, and not infringe on rights. Answers must be written to the point, without allowing distortions or corrections, in legible handwriting.

When applying for a job, the application form is one of the necessary documents on the basis of which the employer forms his opinion about applicants for a vacant position. The questionnaire provides all the necessary information about the applicant; in the future it will be attached to the employee’s personal file.

The essence and form of the application form for employment

There is currently no specific form of the document defined by law; it is usually drawn up based on some basic points, since it is impossible to develop the most informative version. In different cases and for different enterprises, it is different; often an official of an organization, when applying for a job, offers to fill out his own sample questionnaire, which would reveal to the manager the information he needs to make an official decision. An example of filling out such questionnaires is also provided by the head or HR department of the organization.

Typically, the questionnaire reflects the most socially significant aspects, such as citizenship. Place of residence, education and right to work, criminal records, professional skills and information about previous employment, biographical information. When drawing up a document, it is important not to overdo it with information; you should not write it on several sheets; one sheet that briefly and succinctly presents the data will be enough.

A correctly completed sample questionnaire allows the employer to evaluate a job applicant when hiring for his compliance with the specifics of the job, the proposed position, as well as determine the basic personal and professional qualities of a person, his ability to perform assigned duties.

Successful and high-quality completion of a job application can be the key to obtaining the desired vacant position.

Profile tricks

In addition to its main function, filling out application forms when applying for a job helps the manager not only become familiar with the information that the applicant wants to provide, but also obtain more accurate information through psychological techniques.

In many organizations, questionnaires are compiled not only by personnel department employees, but also by psychologists in order to analyze the hidden capabilities of a person or facts about him. Such questionnaires, in addition to standard questions, contain those that will help to better understand the candidate’s personality and character traits. These questions are not relevant; they usually talk about hobbies, musical preferences, favorite literature and movies, friends, possible phobias. These can also be situation questions where the applicant is asked to answer what he would do in a particular case.

There are no wrong answers to such questions, they are all individual. However, for applicants for different positions, the answers to such “tricky” questions should be different. For example, a positive answer to the question “Do you like to dream” will add a plus to an applicant for the position of an animator or designer, but for an accountant or auditor such an answer will be inappropriate.

Sample form

Not all organizations offer applicants to fill out a sample application form when applying for a job, but they may request this document for review. We offer you an example of how to correctly compile a questionnaire. So, this document should contain the following minimum information:

Full name of the position applicant;
Place and date of birth of the applicant;
His nationality;
Contact details of the applicant (address, home and mobile phones);
Passport details (number and series, date of issue, authority that issued the document);
Education of the applicant (Higher, secondary, secondary vocational. The educational institution must be indicated);
Attitude towards military service (for men);
Information about work activity. The period of work, the name of the enterprise, position and functional responsibilities are indicated;
Professional skills and abilities;
Additional skills (for example, confident use of a PC and office equipment, knowledge of some highly specialized programs);
Marital status and information about family members;
Applicant's hobby.

This is a basic example of an applicant profile. However, some documents may require you to attach a photo or answer additional questions, such as:

Having a criminal record;
Sources of additional income;
Character traits;
Desired salary level and others.

Example of filling out a form

Pay attention to this example of filling out the questionnaire. This type of question is standard for most businesses. Usually it is filled out manually or has printed options for the answer, from which you need to select the correct one.

Filling example:

FULL NAME.	Kolesnikova Natalya Sergeevna
Date of Birth	08.01.1986
Citizenship	Russian citizen
Registration address	Saratov, Parkhomenko street, building 11, apartment 144
Actual residential address	Same
Passport data	Series 00 00 number 000000, issued on March 20, 2010 by the OUFSM of Russia, Saratov region, Leninsky district
Family status	Married
Children	Daughter – 4 years old, son – 7 years old.
Close relatives	Husband Kolesnikov S.V., Mother – Ilonova M.K., Father – Ilonov S.Yu.
Education and educational institution	Higher. Russian State Trade and Economic University.
Speciality	Accounting, analysis and audit
Applying for a position	Auditor, accountant
Work experience	Total experience 10 years
Last 3 jobs	Parus LLC. She worked as an auditor from 09/01/12 to 09/01/14. The reason for dismissal is bankruptcy of the organization.
Additional education	Computer courses for PC system administrator.
PC knowledge	Confident PC user. I am proficient in basic programs, as well as 1C: Enterprise.
Knowledge of a foreign language (what language, degree of proficiency)	Fluency in English and German in spoken and written language.
Having a driving license	No
Personal qualities	Communication skills, responsibility, dedication, diligence, self-development, ability to learn, stress resistance.
Bad habits	None

The main documentation prepared by a future candidate for a particular position must include a questionnaire. A questionnaire is considered to be a short survey sheet that contains all the biographical information about the applicant and answers to questions about the general level of his professional qualities. It is worth saying that a job application form is an important document. You should take a look at her sample form for 2017. You will immediately understand how to fill out this document.

Application form for employment in the Ministry of Internal Affairs sample of 2017:

How to write a job application

In order for the employer to be able to form a correct and objective opinion about the applicant, a special questionnaire should be drawn up correctly. In this article we will tell you about this in more detail.

Any document has its own characteristics. For example, the application form for hiring a civil servant is distinguished by the presence of various questions. And here there is a special form.

A requirement or request from the manager or employees of the HR department to fill out an application form for a job should not cause negative emotions in the candidate, since independently filling out a resume and personal biography, documentation on receiving professional education may not contain information that relates to the main specifics of the job in the chosen companies. Filling out a questionnaire may be required only in 2 cases:

before the interview and review of the applicant’s documents,
to be able to give the employer a general idea of the candidate’s personal and business qualities, and at the time of employment, when the employer has already decided to hire the applicant for the position and the HR department needs to start compiling the personal file of the future employee.

As for the first option, it consists of the most detailed answers indicated in the questionnaire and is the main addition to the previously compiled resume and other documentation. In the second option, it is quite acceptable to fill out the questionnaire formally; the information contained in it will be used by personnel department employees as an information sheet that complements the necessary package of documentation in the personal file. Our article also contains a questionnaire for applying for a job in the Ministry of Internal Affairs. Check out her 2017 sample fill.

Basically, the employment application form does not have a uniform legal format. This document, depending on the direction of the organization’s main activity, may contain questions that relate to the candidate’s personal characteristics, his professional experience and work skills, career plans, etc. If you answer all the questions specified in the questionnaire honestly and objectively, correctly assessing the level of personal professional qualities, you can be sure that this questionnaire will be the main factor in getting the long-awaited job.

Also watch the video on the topic: How to avoid mistakes when filling out the questionnaire.

How to fill out a job application correctly

Application form for employment- This is the main document when applying for a job. You just have to fill out the 2017 form correctly and then the desired position will be obtained very quickly.

Answers to the questions contained in the questionnaire are usually required before the interview. Based on this, the applicant needs to be extremely careful, honest, focused, and clearly state all personal information. It may seem to you that filling out a job application is very easy, since only an inattentive person can make mistakes in providing personal information and information about previously acquired education and professional skills. But still, some columns in the questionnaire may cause you certain difficulties, namely those related to personal professional skills, personal qualities necessary for the successful performance of job duties.

There is no need to rush in answering questions. Each question must be carefully considered, and personal biographical information (such as education and previous employment) must be verified against documentation. A standard application form, which is a supplement to the required documents for employment, contains the following information:

date of birth,
place of residence,
passport details,
information about citizenship, marital status, close relatives, education received, awards, hobbies, personal qualities that indicate professional experience.

This document must be completed by hand, in neat handwriting, without blots or errors. Before filling out the questionnaire, you should carefully study all the points and answer the questions correctly. In most cases, the employer may ask you to answer questions such as whether you have a criminal record, additional sources of income, and also provide you with letters of recommendation from your previous place of work and a personal photograph. All these factors allow us not only to assess the professionalism, but also the personal qualities of the candidate for the position.

Application form for admission to civil service sample:

How to answer the tricky questions on the application form

In addition to standard questions, the questionnaire may also contain those, when answering which, the applicant for the position is obliged to show himself on the professional side, having both a personal desire and the opportunity to benefit the company with his work. When filling out fields such as - What professional experience can significantly improve the work of our organization? Are you a leader? Etc. These questions should be answered honestly. During the interview, the employer can ask the applicant about his health, the presence of bad habits, as well as the ability to competently organize personal free time. Of course, chronic illnesses cannot be completely hidden, and in no case should they affect the applicant’s ability to work. When it comes to bad habits, you need to be open and honest, as they can be identified from the first day of work. Questions regarding hobbies and interests can help the employer understand how easily we can join the work team and accept the corporate culture. When filling out a job application, you need to be careful, since honest answers can positively influence the employer’s decision.

Job application form 2017:

Hiring a new employee is an important personnel procedure, on which the effectiveness of further cooperation between employee and employer largely depends. Therefore, applying for a job in 2017 must fully comply with the requirements of the law: it is necessary to correctly draw up all the documents presented by the employee when hiring in 2017, as well as carry out all the necessary procedures that are checked by the State Labor Inspectorate in 2017 when conducting checks of personnel documentation.

Hiring is perhaps one of the most common personnel procedures, which is done quite often in large companies. In some cases, labor legislation requires additional procedures to be carried out before an employee is hired: for example, this may be a mandatory medical examination, review of documentation, selection based on a competitive procedure, etc.

Hiring procedure in 2017

As a rule, the job application procedure is immediately preceded by the stage of selecting the most suitable candidate from among the applicants who have expressed a desire to participate in the competition for a vacant position. As a result of this selection, the employer chooses one of the candidates. Moreover, if an applicant who has not received a job offer presents a written request to the employer to notify him of the grounds for refusal of employment, the management of the organization is obliged to satisfy this request also in writing. It is worth remembering that Part 5 of Article 64 of the Labor Code of the Russian Federation requires that the response be provided to the applicant no later than 7 working days from the date of receipt of the request.

As for the selected candidate, the job application procedure begins for him. In some cases, for example, for employees who have not yet reached the age of 18, the first step towards registration is a medical examination. This requirement is established by Article 69 of the Labor Code of the Russian Federation.

In addition, Article 213 of the Labor Code of the Russian Federation establishes that the following categories of employees must undergo a medical examination:

Employed in harmful and (or) dangerous conditions;
those employed in work related to traffic;
carrying out labor activities related to the production and use of food products, as well as the provision of services in the field of retail sale of food products or goods in the field of public catering;
workers in contact with waterworks;
working in medical and children's organizations.

The main document that records the fact of concluding an employment agreement between an employee and an employer and the terms of such an agreement is an employment contract. The specified document is drawn up in writing in two copies having equal legal force, one of which is given to the employee, and the other remains with the employer. According to current legislation, labor relations are considered to have arisen from the moment the document is signed or the new employee actually begins work. However, in such a situation, Article 67 of the Labor Code of the Russian Federation still obliges the employer to draw up an employment contract with the employee no later than three days after the actual admission to work.

The basic requirements for the content of an employment contract are established by Article 57 of the Labor Code of the Russian Federation, but the labor legislation does not contain a strictly established form of this document. Thus, the employer has the right to independently establish the appropriate form.

Documents required for employment in 2017

Article 65 of the Labor Code of the Russian Federation gives an employee whose job responsibilities include hiring personnel the right to demand the following documents from the person applying for work:

Passport or other document used for personal identification;
work book (in this case, an employee who is registered for the first place of work in his life or has a main job with another employer and is registered part-time is exempt from the obligation to present a work book);
insurance certificate of pension insurance, if the employee has one;
a diploma or other document confirming receipt of education, additional training or advanced training if the work requires the employee to have special knowledge;
documents confirming military status, if the employee being hired is liable for military service;
a certificate of no criminal record, if such information is essential for the performance of the work.

To apply for a job in state or municipal institutions, in addition to the listed documents, you will also need to draw up a job application. This requirement is established by Article 26 of Federal Law No. 79-FZ “On the State Civil Service of the Russian Federation” and Article 16 of Federal Law No. 25-FZ “On Municipal Service in the Russian Federation”. At the same time, when applying for a position in a commercial enterprise, such an application is not mandatory, but can be issued if such a procedure is adopted in the personnel document flow of the enterprise. For employees whose work activities involve financial responsibility, the necessary document is an appropriate agreement, which may include the condition of individual, team or collective responsibility for material assets. It must be registered in a special journal.

After receiving all the necessary documents, the organization’s management must prepare and issue a local act on the employee’s hiring, the terms of which must fully comply with the text of the employment contract. Many employers use Form No. T-1 to prepare such an order, but current legislation gives them the right to independently approve the form of this document. The employee referred to in the order must be familiar with its contents; if he expresses a desire to receive a certified copy of the order, it must be provided to him.

In addition to the order, information about the employee’s hiring must be recorded in his work book, and the corresponding entry, as required by Art. 66 of the Labor Code of the Russian Federation, must be paid no later than five days from the date of hiring. In addition, the employee must have a personal card created and registered in Form No. T-2 (or a form approved by the employer), containing the information necessary for carrying out work activities. Finally, data about the new team member is entered into the timesheet and other components of the company’s personnel document flow.

It should be remembered that in 2017 the State Labor Inspectorate pays special attention to the registration of employment. In particular, it is important to ensure that all mandatory documents, such as an employment contract, employment order, entry in the work book, are completed at the right time, employment contracts are in strict accordance with the provisions of the current legislation, and job titles are identical those indicated in the staffing table. With regard to minor employees, the most common reason for claims from the State Labor Inspectorate is the failure to conduct a medical examination at the hiring stage.

Procedure for hiring

The hiring procedure requires a series of sequential actions, which must clearly follow one another and be confirmed by the execution of appropriate documents.

Familiarization of the employee with the regulatory acts of the organization

In order for an employee’s work to be effective from the first day of his work, it is necessary that he is aware of the rules adopted by the company. This can be achieved by promptly familiarizing him with the local acts of the enterprise, which usually include rules regulating labor regulations, as well as various orders, regulations and provisions that are directly related to the future work of the employee. It is worth keeping in mind that Part 3 of Article 68 of the Labor Code of the Russian Federation requires that all necessary documents be provided to the employee for review before concluding an employment contract. Otherwise, an employee who does not agree with the internal rules will not be obliged to comply with them.

The procedure for informing an employee about the content of local acts is usually carried out in one of the following ways:

Obtaining the employee’s signature on a special sheet, which is an attachment to the document confirming familiarization with it;
obtaining the employee’s signature in a special journal recording the facts of employees’ familiarization with the employer’s acts;
obtaining the employee’s signature on an individual list of acts for review.

In the first and third cases, it is advisable to store the document with the employee’s signature along with the employment contract.

Verification of documents

A personnel service employee, having received the applicant’s documents according to the list given above, is obliged to check their authenticity and correctness of execution. It must be remembered that, in accordance with the provisions of Part 3 of Art. 65 of the Labor Code of the Russian Federation, an employee who gets a job for the first time in his life is not required to present a work book: in this case, it must be issued by the employer. In addition, the requirement to present a work record book does not apply to employees entering work on a part-time basis.

Conclusion of an employment contract

The execution of an employment contract, which is a key document fixing the terms of cooperation between an employee and an employer, is made in writing in the amount of two units, as required by Part 1 of Article 67 of the Labor Code of the Russian Federation. In some cases, the actual start of work without drawing up a contract is allowed, however, Part 2 of Art. 67 of the Labor Code of the Russian Federation requires that in this situation the document be drawn up no later than three days from the date of commencement of work.

Issuing an employment order

Article 68 of the Labor Code of the Russian Federation establishes that the execution of an order is a mandatory condition for hiring a new employee, and the publication of such a document must be carried out within three days from the moment the employee actually began working. If the employer uses the unified T-1 form, the order of filling out its sections must be strictly followed.

Thus, the name of the organization must fully correspond to the name specified in the constituent documents. In the section “Order Form Code for OKUD” (All-Russian Classifier of Management Documents), the combination 0301001 is entered, but the “Code for OKPO” (All-Russian Classifier of Enterprises and Organizations) is a number specific to a specific company.

The registration number of the document is assigned at the time of its publication in accordance with the order in the personnel document flow of the enterprise. At the discretion of the organization, it can be supplemented with an index, information about performers and other data listed in clause 3.12 of GOST R 6.30-2003, approved by Decree of the State Standard of Russia No. 65-st. The start date of employment must exactly coincide with the date indicated in the employment contract, but the end date is indicated only if we are talking about a fixed-term contract.

In addition to the information listed, the order indicates the employee’s personnel number, his last name, first name and patronymic (both nominative and genitive cases can be used). If the employment contract specifically designates the department in which the employee is hired, in accordance with paragraph. 2 hours two, para. 2 hours of the fourth art. 57 of the Labor Code of the Russian Federation, it also needs to be recorded in the order. As for the title of the position, it must be checked with the staffing table, and if the employee is entitled to benefits, with qualification reference books and professional standards, as required by paragraph. 3 hours second art. 57 Labor Code of the Russian Federation.

Such parameters as working conditions, salary, duration and nature of the probationary period are fixed in accordance with the employment contract, the details of which are indicated in the “Bases” section. A correctly executed order must contain the signatures of the head of the organization and the employee himself, who thus confirms the fact of familiarization with its contents.

Filling out a personal card

Filling out a personal card in form T-2 is carried out by a personnel service employee based on a questionnaire filled out by the employee or the results of a survey. This document must record information about the level of education and qualifications of the employee, length of service and the nature of his work, military service and other parameters that may influence the performance of his job duties.

Making an entry in the work book

Part 3 art. 66 of the Labor Code of the Russian Federation requires that the employer record the fact of hiring an employee in his work book no later than six days after the start of work at this enterprise. If the work book is prepared by the employer himself, for example, for employees starting work for the first time, it is also necessary to make entries on the first page of the document.

Filling out the Book of accounting for the movement of labor books

The labor record book is a document in which the employer records information about the work records of all its employees. For a new employee, it is necessary to fill in the date of receipt of the book, its details, indicate the job position and department to which the employee was hired, as well as indicate the last name, first name and patronymic of the person who received this document.

Transfer of data to the military registration and enlistment office

If the newly hired employee is liable for military service, the personnel service employee must, within two weeks, notify the military commissariat to which the young man is assigned about his hiring. This requirement is established in subsection. “a” clause 29 of the Methodological recommendations for maintaining military records in organizations approved by the General Staff of the RF Armed Forces.

Job Notice

Notification of regulatory authorities is mandatory if the employee joining the enterprise is a citizen of another country. In this situation, it is necessary to inform representatives of the Federal Migration Service about this fact within three days in accordance with clause 2 of the Procedure approved by Order No. 147 of the Federal Migration Service of Russia. The notification requirement is also established in relation to former civil servants: in this case, it is necessary to send such notification within ten days notification at his last place of work, as required by Part 3 of Art. 64.1 Labor Code of the Russian Federation.

Hiring certain groups of employees in 2017

In relation to certain categories of employees in 2017, the current legislation established certain restrictions:

Minor workers cannot be hired for positions that involve working in harmful or dangerous conditions or part-time work;
employees with a criminal record for economic crimes cannot be hired for jobs that involve financial liability;
Employees who have a criminal record for crimes of an intentional or especially grave nature, infectious diseases, or mental illnesses cannot be hired for the position of teacher; deprived of the right to work as teachers by court; recognized by the court as incompetent; without specialized education.

Thus, hiring is a complex procedure that requires the personnel employee to know the current legislation and be attentive. Correct execution of all documents will allow him to avoid claims from regulatory authorities.

Job application sample 2017

Despite the fact that an application for employment is not a mandatory document when applying for a job, some employers prefer to receive such a document from candidates. It does not have legal force, but psychologically it makes hiring employees in some organizations more comfortable. And in some companies it is part of the process of registering employees for work: a personnel employee receives an application with a manager’s visa and indicating a specific position and working conditions.

As a general rule, it is not necessary to write a job application. Article 65 of the Labor Code of the Russian Federation does not mention such a document as an application for employment at all. On the contrary, Part 3 of Article 65 of the Labor Code of the Russian Federation directly prohibits requiring from a person applying for a job any documents other than those provided for by the Labor Code of the Russian Federation, other federal laws, Presidential decrees and Government resolutions.

However, in other regulatory legal acts there are cases when an employee’s statement is still necessary. For example, in paragraph 1 of part 2 of article 26 of Federal Law No. 79-FZ “On the State Civil Service of the Russian Federation” it is stated that a citizen entering the civil service, when concluding a service contract, presents to the employer’s representative, inter alia, an application requesting admission for the civil service and filling civil service positions.

The employment application form is issued only in the name of the first person (general director) of the organization, even if the issues of documenting labor relations are delegated by order of the general director to another person.

The text must contain:

Last name, first name and patronymic of the future employee;
the name of the structural unit (if any) and the position (profession) in which the person plans to work;
salary for the position (profession) held according to the staffing table;
the date from which the future employee plans to begin his employment with this employer;
information about familiarization with internal labor regulations;
date of writing.

Who should sign the application

This document is signed only by the head of the organization, making an appropriate entry on the form.

Due to the fact that this section of registration of labor relations is not regulated by law, the options can be very different:

In order;
to work;
to organize work on preparing the necessary documents, etc.

Is the sample different for a foreign citizen?

Regardless of whether they have Russian or foreign citizenship, applicants write the same job applications. They differ only in the personal data of the candidates and the dates of writing.

Application from a minor

Minors over the age of 14 write a document about their intention to enter into an employment relationship on their own; the text of the document is similar to the text written by adult workers.

If employment is arranged with a person under the age of 14, the intention to enter into an employment relationship is written by one of his parents (guardians).

The text is approximately as follows:

“I ask you to draw up an employment contract with my son (daughter), last name, first name and patronymic of the child, date of birth, to perform (work indicated) in (position or profession indicated) for a monetary remuneration (amount indicated) from such and such a date.

I am familiar with the provisions of the internal labor regulations of the organization, my child’s job responsibilities and working conditions.

I give my consent to the employment of my child (last name, first name and patronymic of the child, date of birth) in (indicate the name of the organization) to perform light labor that does not interfere with education.

Number and signature"

For minors under the age of 15 years, the consent of one of the parents (guardian) and permission from the guardianship and trusteeship authority regarding the placement must be attached.

Shelf life

The job application will be stored for 75 years in accordance with paragraph 656 of Section 8 of the List of Archival Documents, approved by Order of the Ministry of Culture No. 558.

Order for hiring in 2017

When employing a new employee at any enterprise or company, the employer is required to fill out an order for hiring a new employee. The form of ownership in this case does not matter, since it is arranged officially and, accordingly, all documents must be completed in accordance with current regulations.

When registering, the employer fills out the paperwork in form T1 for an agreement with one person and T1a if it is concluded with two or more citizens.

The preparation of such documents can be carried out both by the HR department of the enterprise, and by the entrepreneur or accountant himself, if the applicant gets a job in an emergency situation.

The order is filled out when signing an employment contract after approval of the application.

The employer is responsible for the correctness and reliability of employee registration. If serious mistakes are made, this employee may be considered working illegally with all the ensuing consequences.

Therefore, filling out the forms correctly will help protect you from many troubles.

To fulfill all requirements, you must follow this sequence.

Receive the completed application

Adopted laws do not provide for the mandatory implementation of this clause. But there are enterprises, in particular state-owned ones, that have such an action in the registration procedure.

When submitting an application, it must be marked in a special journal.

Familiarize yourself with the rules and regulations

The employer is obliged to familiarize the employee with his job responsibilities against signature, and provide all necessary acts and statutes of the enterprise for study.

Draw up and register an employment agreement

The employment contract is printed in two copies. It discusses all the conditions for providing a workplace and all the nuances.

The agreement is signed by both parties and kept in the personnel department or in the hands of the emergency manager for the entire duration of its validity.

The hired worker signs on a copy, which remains with the employer, confirming that he has read and received one copy.

Make an entry in the labor register

The employee must provide a work book, which records his work activities. If he does not have such a document, then a new one is created.

Making entries confirms the legality of the work and the accrual of experience.

T-1 is issued after passing the following stages of employment:

1. Interview with the employer or his representative.
2. The applicant writes an application requesting employment.
3. If management responds positively, the application is signed by an authorized person.
4. The HR specialist prepares two copies of the contract, familiarizes them with the conditions and responsibilities, regulations.
5. The worker signs the documents after familiarization.
6. An employment order is drawn up, allowing the work to be performed.

Most employers use the established contract forms. Only in special cases, if it is necessary to enter additional data, organizations make adjustments or additional columns at their personal discretion.

Order form

The order is a unified order. The form of compilation is established by the State Statistics Committee of Russia.

Initially, two options were developed: T1 - for an order for one person and T1a for more than one employee.

Amendments have been adopted to exempt the mandatory use of accepted samples. Entrepreneurs and companies have the opportunity to create similar forms taking into account their characteristics.

An invariable condition remains the presence of details adopted by the Law “On Accounting” 402-FZ.

Employers can supplement the T1 sample with the necessary items, but changes should be registered in accounting systems.

The order must indicate:

1. Full name employee.
2. Name of the organization.
3. Type of tasks performed (probationary period or permanent work).
4. Position of the employee.
5. Salary amount.
6. Name of the company's division.
7. If there is a trial period, its duration and other points.
8. Information about the manager (deciphering, position held and signature).

The order must reflect the candidate’s passport details, the provided organization registration number, the date and his signature.

How to write an order for employment: the procedure for completing the order

The sample registration procedure is not complicated, but requires some care to avoid mistakes.

Filling is carried out as follows:

1. At the top of the document, enter the OKPO code.
2. The full name of the company is recorded.
3. Enter the number of the order and the date of its preparation. Please note that the date of hiring and drawing up of the order may be different. This is possible when the order is written a little later than the signing of the employment contract.
4. If the employee is hired on a permanent basis, then only the column “from what date was hired” is filled in, the “to” field is left blank, or a dash is placed.
5. When signing a short-term cooperation, enter the date specified in the contract.
6. Next, fill out a block containing information about the employee and his work. It contains the candidate’s passport details, his position and the department in which he will perform the work.
7. Next, fill in the column indicating the tariff or salary, allowance, bonuses and other payments. If additional payment items are agreed upon, the order is adjusted by adding new lines and filling them out. If there are no allowances, the line is left blank.
8. The “grounds” line indicates the agreement on the basis of which the decision was made.
9. The agreement is signed by the head of the organization or an authorized person and within three working days is given to the new employee for review.

Document storage

Such forms are stored in the personnel department of the enterprise. If the employee wishes, it is possible to issue a copy of the T1 form certified by an authorized person.

Entries in the work book are made precisely on the basis of the entry into force of the order for employment, and on the same basis the wages established in the document are calculated and paid. The form is located along with the employee’s personal file.

The law sets the storage period for such copies for 75 years. The age of the worker at the time when he terminated his employment relationship with the company is subtracted from this period.

A person is considered accepted for a position on the day the cooperation agreement is signed.

If the accepted candidate does not show up for work on the specified day, then the contract is automatically canceled.

The absence of an order for enrollment for any reason, as well as its incorrect execution, is a direct violation of the Labor Code and carries with it administrative liability when checked by the labor inspectorate.

Hiring foreign citizens in 2017

The stay of citizens of another state on the territory of Russia must always be legal; accordingly, all manipulations with documents and registration of employment of such citizens must also be carried out strictly within the framework of the law.

Perhaps, as an entrepreneur, you may already have encountered difficulties in officially applying for a job as a foreigner. They could even call this process a headache, but looking for “simpler” ways in this regard, such as hiring illegal immigrants, is not a way out of the situation, since such steps can result in large fines for your company and damage for your business.

In this article we will look at issues related to the legal status of foreign workers and the rules for hiring them in 2017.

Understand the status

The first thing you should do is find out the status of a foreign citizen. The procedure for applying for a job for your future employee depends on this.

There are three statuses in total:

Temporarily staying on the territory of the Russian Federation. This category includes foreign citizens who work on a visa or migration card;
temporarily residing in Russia. These are those foreigners who already have a temporary residence permit;
permanent residents are “Russified” foreigners who have a residence permit.

Hiring a foreign citizen with a residence permit

A foreign citizen who has a residence permit (residence permit) is hired in the same way as a Russian citizen. In this case, no additional permits are required, but the employer needs to carefully check the validity period of the residence permit.

In addition, when hiring such a foreigner, you must notify the territorial branch of the Federal Migration Service of Russia about the conclusion of an employment contract within three days. This rule is established by paragraph 8 of Article 13 of the Law on the Legal Status of Foreigners. And there are no exceptions for permanent resident foreigners.

On April 5, 2016, the Federal Migration Service (FMS) of Russia was abolished. Its powers have been transferred to the Russian Ministry of Internal Affairs.

Hiring foreign citizens with a temporary residence permit in the Russian Federation

The admission of a foreigner who has a temporary residence permit in Russia is carried out in the same way as the admission of a citizen of a foreign state who has a residence permit here. However, it is worth noting that such an employee must annually confirm his status as a temporary resident with the migration service.

Employment of temporarily staying foreign citizens

It is this category of foreigners that, according to paragraph 1 of Article 2 of the law on the legal status of foreign citizens, belongs to foreign workers. The procedure for hiring them will depend on whether the foreigner needs a visa to enter Russia or not.

Employment of a temporarily staying foreigner with a visa. To hire a temporary resident visa foreigner, you need to perform a number of actions:

Submit an application regarding the need for specialists to the employment service so that government authorities confirm the feasibility of attracting foreign workers;
submit an application to the migration service for permission to attract and use foreign workers;
pay the state duty, which is 10 thousand rubles for each foreign worker;
submit an application to the territorial branch of the Federal Migration Service of Russia to issue an invitation to enter a foreign citizen.

Within 20 working days after this, you will need to be issued an invitation, for which you will need to pay a state fee of 800 rubles.

After this, you will need to apply to the Russian Federal Migration Service for a work permit for a foreigner. You will need to draw up a package of documents, which must include an application, a photograph of the foreigner, and a copy of the passport. You will also need to pay a state fee of 3 thousand 500 rubles.

After this, you will be able to notify the migration service about the arrival of a foreigner (this must be done within up to 3 days) and conclude an employment contract with him.

Employment of a temporarily staying visa-free foreigner

In order to hire a foreigner who does not have a visa, you will not need to obtain permission to attract and use foreign workers. However, in this case the foreigner himself will need a patent to work in Russia.

Patent: obtaining and renewal

In 2017, a work patent for foreign citizens is needed for everyone who arrived in Russia without a visa and intends to find a job here. The patent form is approved by Order No. 638 of the Federal Migration Service of Russia. The cost of a work permit is calculated taking into account the region of work activity and the period.

At the same time, foreigners who temporarily or permanently reside on the territory of the Russian Federation do not need to obtain a patent.

You also need to remember that without issuing any additional permits, only citizens of Belarus, Armenia, Kyrgyzstan and Kazakhstan can work in Russia. This is provided for by the Treaty on the Eurasian Economic Union.

Meanwhile, if you are dealing with a “patented” worker, you need to take into account that without a visa he can work in one company for no more than two years in a row. After this period, the foreign citizen will have to leave the territory of the Russian Federation and re-enter. Only then will he be able to apply to the territorial body of the Federal Migration Service of Russia to obtain a new patent as a newly arrived foreigner.

In order to obtain a patent, a foreigner (or his authorized representative) must submit an application and a complete package of supporting documents to the Federal Migration Service (FMS). After checking the information provided, the applicant will be issued a permit document. Payment of fees and legality of stay in the country are recognized as mandatory conditions for the validity of a patent.

In 2017, a work patent for foreign citizens is issued for a period of 1 month to a year. However, it can be extended for a period of one month.

The received patent can be extended, but this issue will need to be taken care of at least 10 days before the expiration of the document. The basis for increasing the period is the employer’s request.

If the patent has expired, the contract with the foreign employee must be terminated, or such employee must be temporarily suspended from performing official duties.

Features of concluding employment contracts with foreigners in 2017

Decree of the Government of the Russian Federation No. 1315 of December 8, 2016 introduced some restrictions on the employment of foreign workers in some sectors of the Russian economy and determined the maximum permissible proportion of migrant employees in the staff of organizations. Thus, in comparison with last year, in 2017, the share of foreigners in the staff of land passenger transport organizations was reduced by 10% and amounted to 30% of the total staff, in the field of road freight transport - the decrease was 5% (35% in 2016 year, 30% - in 2017).

Comparative table of restrictions on the share of foreign citizens in the staff of Russian companies (in%):

Direction of economic activity of the organization	2017	2016
Growing vegetables (with the exception of some regions of the country)
Retail trade in non-stationary objects and on the market territory
Retail sale of medicines through a specialized network - pharmacies
Retail trade of any goods without reference to a specific stationary point
Other land passenger transport
Retail trade in tobacco products through specialized retail outlets
Retail sale of alcoholic beverages in stationary facilities
Road freight transport
Other activities in the field of sports

Employment of foreign citizens in the following sectors of the country’s economy is still not allowed:

Retail sale of medicines through pharmacy chains;
retail trade in markets and through non-stationary trade pavilions and points;
any retail trade activity without reference to a specific address of a market place, store or tent.

Fines

If an employer neglects the rules for hiring foreigners, then sanctions may be applied to him in the form of an administrative fine, the amount of which will depend on the legal status of the violator. In case of violation of the rules, the employee will be required to pay a fine ranging from 2 thousand to 5 thousand rubles; officials will be charged from 25 thousand to 50 thousand; from a company (legal entity) – from 250 thousand to 800 thousand rubles. At the same time, the activities of unscrupulous employers may be suspended for a period of 14 to 90 days.

As you understand, it is not in your interests to ignore the rules established by the state.

Documents for hiring in 2017

Office

An ordinary office employee provides the following mandatory documents when applying for a job (Article 65 of the Labor Code of the Russian Federation):

1. Passport;
2. Work book;
3. SNILS;
4. Diploma;
5. Military ID or registration certificate.

If an employment relationship is concluded for the first time, the work book and SNILS are prepared by the employer.

For office plankton, this is an exhaustive list of documents upon admission; the employer cannot demand to provide anything beyond what is specified (Article 65 of the Labor Code of the Russian Federation).

However, for some categories of employees (such as teachers, chief accountants, civil servants, etc.), the employer may require a certificate of the presence or absence of a criminal record, because, by virtue of current legislation, they cannot perform duties for these positions persons with a criminal record may be admitted.

Homeworkers and remote workers

They represent everything the same as ordinary office employees. The difference between a homeworker and a remote worker is that the former personally provides his documents to the employer, and the latter can send electronic copies.

Nuances

If the employer requests, the remote worker is obliged to send him copies of the documents he presented upon employment, certified by a notary, by registered mail with return receipt requested (Article 312.2 of the Labor Code of the Russian Federation).

The employer may not issue a work book for a remote worker; in this case, a copy of the employment contract will be a document on work activity and length of service.

If an agreement on remote work is drawn up by a person entering into an employment contract for the first time, then the employee receives SNILS independently.

Part-time job

When hired part-time, the employee must provide (Article 283 of the Labor Code of the Russian Federation):

1. Passport.
2. Diploma.
3. Certificate of working conditions at the main place (if accepted part-time for work with harmful or dangerous working conditions).

Production and services to the population

When hiring people in organizations whose activities involve increased risk, public services, including in the field of nutrition, medicine and education, they will need medical documents to confirm their suitability and safety for others.

Who must provide a medical record?

When hiring, certain categories of workers, in addition to basic documents (Article 65 of the Labor Code of the Russian Federation), are required to present their personal medical record (an approximate list of professions for which a personal medical record is required is given in Letter of the Ministry of Health No. 1100/2196-0-117).

Sellers and store workers;
kindergarten teachers;
doctors;
drivers, etc.

Who must provide a certificate of fitness?

All workers engaged in work with harmful or dangerous working conditions, as well as in work related to traffic, are required to undergo a preliminary medical examination upon employment to determine their suitability (Article 213 of the Labor Code of the Russian Federation). The list of harmful and dangerous production factors and work, during which mandatory medical examinations are carried out, was approved by Order of the Ministry of Health and Social Development No. 302n.

Who must provide a certificate from a psychiatrist?

To carry out certain types of professional activities, such as work:

On high;
underground;
under the water;
related to the movement of urban public transport (for a detailed list, see Government Decree No. 377).

Before hiring, it is necessary to visit a psychiatrist, who will issue a certificate stating that there are no contraindications for this work (the rules for passing a mandatory psychiatric examination are approved by Government Decree No. 695 of the Russian Federation).

Documents for admission of foreign citizens

In addition to the documents specified in Article 65 of the Labor Code of the Russian Federation, when applying for a job, foreign citizens provide:

1. Health insurance policy;
2. Work permit or patent;
3. Temporary residence permit or residence permit.

Far North

For employment in the regions of the Far North and equivalent areas, employees must attach a medical certificate to the main package of documents (Article 65 of the Labor Code of the Russian Federation) when applying for a job stating that they do not have relevant contraindications (Article 324 of the Labor Code of the Russian Federation).

Civil service

When applying for civil service, you must submit:

1. Application;
2. Questionnaire;
3. Passport;
4. Work book;
5. SNILS;
6. TIN;
7. Military ID or registration certificate;
8. Diploma;
9. Information about income, property and property-related obligations.

Controversial issues about TIN and registration

Despite the fact that the need to provide a Taxpayer Identification Number (TIN) when applying for a particular position is not legally established (with the exception of certain categories of employees, such as civil servants), some employers require the provision of this document. On the one hand, their actions are illegal, on the other hand, it is wrong to start their work activity with conflicts, especially since the Taxpayer Identification Number is produced quite quickly.

There are also many controversial arguments regarding registration at the place of residence. On the one hand, everyone who is legally on the territory of the Russian Federation has the right to move freely, choose their place of stay and residence. In addition, any discrimination is prohibited, including denial of employment on the basis of lack of registration. On the other hand, if the housing is not owned, it is necessary to contact the registration authorities at the place of temporary residence within up to 90 days for registration.

Citizens of Ukraine hiring in 2017

Many citizens of Ukraine want to find a job in Russia.

Therefore, Russian employers are interested in: how to properly formalize the hiring of such a foreigner? Are there any nuances regarding the employment of Ukrainians in the Russian Federation? What documents should be required for this? You will find answers to these questions in the next article.

Rules for hiring foreigners in Russia in 2017 for Russian employers

The first rule: find out the status of a foreign citizen in Russia. This depends on his stay on the territory of our state (temporary residence or permanent residence).

Second rule: find out if a foreign citizen has an entry visa? Not all foreigners take this document into account when applying for employment. For example, for citizens of Ukraine there is no need for this. Therefore, hiring a visa-free foreigner is somewhat simpler.

Third rule: in the migration card in the column “Purpose of entry” there must be an entry “work”, which will be confirmed by his status of stay and residence.

Fourth rule: a visa-free foreign citizen must have a patent authorizing his employment, and a visa-free foreign citizen must have a special written permission to work. It is advisable to check the authenticity of these documents. This can be done using the online service running on the FMS website. To do this, you need to go to the page “Checking the validity of work permits and patents” and enter all the data about the document being checked - series, number, as well as indicate the type of activity of the foreigner and the passport number under which the patent was issued. But such information will be for informational purposes only, and documentary evidence of the authenticity of the patent is obtained by personally contacting the local branch of the migration service.

Fifth rule: formalize an employment contract with a foreigner, that is, legalize his employment.

Sixth rule: fill out a notification to the migration service that a foreign worker has been hired, and deliver it three days in advance to the relevant government agency (you can do it in person or using the postal service). The finished notification form can be downloaded from the FMS website.

Rule seven: as a Russian employer who has hired a foreign citizen, you must remember your responsibility for violating immigration laws.

The laws of our country provide for a number of offenses for which you can receive administrative punishment:

Hiring a foreign worker without an officially issued patent;
a foreign employee performs duties other than the profession stated in the relevant document;
the worker's patent was not obtained in your region;
you did not inform the migration service that you hired a foreigner.

For these violations of migration legislation, a Russian employer may receive a fine of up to one million rubles, as well as suspension of the entire organization for up to three months.

The law of the Russian Federation divides all foreigners on the territory of our country into several groups:

1. Temporary stay (limited periods up to three months).
2. Temporary residence (there is an appropriate permit for this for a period of up to three years).
3. Permanent residence (a residence permit has been officially issued - the validity period is five years with the possibility of subsequent extension).

These conditions for dividing foreigners into certain groups also apply to Ukrainians. But obtaining an entry visa (special permit) to Russia for citizens of Ukraine is not necessary. Thus, Ukrainians located on Russian territory are listed as visa-free foreigners with the status of temporary or permanent residence (or stay).

Obtaining a patent in Russia for visa-free citizens of Ukraine

In order for a Ukrainian to officially find employment in Russia, he needs to apply for a patent that will allow him to get a job with a Russian employer. He should know that a patent (a special document giving the right to work on the territory of the Russian Federation without an entry visa) is valid only in the region of Russia where it was received.

After arriving on the territory of our country, any Ukrainian, especially those planning to work here, must write the word “work” on the migration card when indicating the purpose of entry. In addition, you should register with the territorial department of the migration service at your place of stay - a certain period is allotted for this (for citizens of Ukraine 90 days).

A patent can be obtained within thirty calendar days (starting from the moment of entry into the territory of our country) by contacting the Federal Migration Service with an application for the issuance of this document.

You will also need to present to the same service:

Ukrainian passport;
an insurance policy for medical care, concluded on a voluntary basis in any Russian insurance company;
a medical certificate confirming mandatory examination for the presence of infectious diseases (it must indicate the fact of their absence);
migration entry card;
documentary evidence of fluency in the Russian language and basic knowledge of the history and legal foundations of our state.

Please note that if you have to apply for a patent after the established time period, you will have to pay a fine for this violation, and also submit a receipt for its payment to the FMS. Nowadays, a mandatory fingerprinting procedure has been introduced for foreigners, which is carried out here (at the local branch of the migration service).

Within ten days, specialists from this service check the authenticity of the documents provided, and only after that they issue a patent and hand it over to the Ukrainian. The validity period of such a document for Ukrainian citizens to work in Russia is no more than a year, that is, twelve months from the date of registration. When receiving a patent in hand, a foreigner pays for it in the form of a fixed advance for a certain period (for example, a year). If the subsequent payment is not made before the expiration of the previously paid period, the patent ceases to be valid. In this case, the Russian employer must terminate the employment contract concluded with the Ukrainian citizen. But the patent can be reissued without leaving Russia by contacting the appropriate service again.

For Ukrainians, experienced migration service specialists have compiled an algorithm-instruction, following which they can actually get a job in Russia without any problems:

1. Cross the Russian border.
2. Fill out the migration card, indicating the purpose of entry – “work”.
3. Register with the territorial office of the Federal Migration Service within ninety days.
4. Obtain a medical policy confirming the fact of insurance on a voluntary basis.
5. Pass a medical examination - check for the absence of infectious contagious diseases.
6. Issue a certificate of proficiency in Russian and basic knowledge of the history of Russia and the fundamentals of the law of this state.
7. Write an application to the migration service requesting a patent for the right to get a job.
8. Get the patent in hand and pay for it.
9. Apply for a job by submitting a package of necessary papers to the employer and signing an employment contract.
10. Within two months, take a copy of the employment contract confirming employment to the department of the migration service where the patent was issued.

Experts remind: this leaflet is intended for visa-free foreigners.

Responsibility of citizens of Ukraine for violation of migration legislation

Citizens of Ukraine are subject to administrative liability for violating laws relating to migration nuances, including their hiring. Russian legislation provides for a fine for a visa-free foreigner - up to seven thousand rubles, and the possibility of deportation with the ban on entry into the territory of our state for up to ten years.

The following are considered violations of migration legislation for citizens of Ukraine:

1. Employment without a corresponding patent.
2. The place of work is not in the region of the Russian Federation where the patent was received.
3. Hiring was carried out in a specialty that does not correspond to the fact recorded in the patent.
4. The officially established period of legal stay on the territory of our state has not been extended.

When entering the territory of Russia, every Ukrainian must take into account all the responsibilities assigned to him by government authorities.

Do Ukrainian citizens with refugee status need a patent for employment?

Ukrainians who were forced to leave their country are given “refugee” status in Russia in accordance with Federal legislation. According to this law, refugees from Ukraine have a number of advantages: our state provides them with preferential conditions, including employment. Therefore, such foreigners do not need a patent to find employment in a Russian company (organization or enterprise).

Citizens of Belarus hiring in 2017

Let's say you need to hire a highly qualified foreign specialist.

The registration procedure for a foreign individual is greatly simplified if he is a citizen of Belarus. Many may think that hiring citizens from neighboring countries is an isolated case, but this is not so.

Based on official statistics, today more than half a million Belarusians officially work in Russia. It is interesting that most of the positions they occupy are related to intellectual activity, and there is also a tendency for Belarusians to create their own businesses in Russia.

Why are Belarusian citizens welcome to work in the Russian Federation in 2017? First of all, this is due to the special privileged status of the labor force from Belarus. The employer is not subject to many migration regulations that he must follow when collaborating with other foreigners.

The hiring rules for Belarusians are as follows:

1. Hiring a foreigner from Belarus does not require the employer to obtain appropriate permission from government agencies, which confirms the involvement of employees originally residing and registered abroad.
2. A citizen of Belarus is not affected by the law restricting the employment of individuals who have arrived in the country on a temporary basis, even if their professional activities involve retail purchase and sale. This also includes trade in alcoholic beverages and pharmaceuticals.
3. Hiring a citizen of a neighboring state allows you not to notify the Federal Migration Service and employment agencies about the registration and, conversely, termination of an employment agreement with a resident of Belarus, as well as about the provision of vacation days without calculating wages during this time, if the vacation lasts more than 30-31 calendar days days for 1 year.

It is precisely because of these privileges provided by the Russian government that a Belarusian citizen is considered “one of their own” foreigners and is not afraid to hire him. Moreover, many bosses and entrepreneurs are confident that hiring a Belarusian is practically the same as hiring a Russian. Although if you delve into the laws, you can see that this is not entirely true.

How is an employment contract concluded?

If we consider the step-by-step procedure for registering a citizen of the Republic of Belarus for work in 2017, it does not have any particular differences, but there are still distinctive features, and they consist of several important points:

1. In the case when a Belarusian presents a Soviet-style document as a work book, problems should not arise when recording records. According to the law, such books are still valid on the territory of the Russian Federation.
2. If the work book is replaced with a book of a sample approved in Belarus, you must keep in mind that such a document is legally foreign, which means the validity of the certificate cannot be recognized in Russia. In order to avoid later having to bear responsibility for violating the current domestic legislation, it is necessary to create and make the appropriate entries in a new work book, and there is no need to transfer and duplicate previously made notes into the updated sample.

So, an employment contract between an employer and an employee, where the latter is a citizen of Belarus, is drawn up in 2017 in the following order:

1. Don't take your future employee's word for it. Feel free to ask him to look at your citizenship document. To do this, an original passport or other officially registered paper that reflects belonging to a particular citizenship is sufficient.
2. Take a work book from a citizen of Belarus. If a civil contract is being drawn up, a work book is not needed.
3. If a Belarusian has an insurance certificate regarding state pension insurance, and, in addition, he has received the status of a citizen temporarily or permanently residing in Russia, the employee should be insured under the article of compulsory pension insurance. If the certificate is not available, and the Belarusian has never worked in the Russian Federation before, you will have to worry and issue this type of document yourself, at the local Pension Fund authorities.
4. You will also need a diploma of education or an extract from the relevant educational institution. Ask if the specialist has any additional paper on the assignment of a certain qualification or special knowledge to carry out his professional activities.

Migration registration of a citizen of Belarus

As for the migration registration of Belarusians, no concessions can be expected in 2017. Hiring, like other foreigners, requires mandatory labor registration. Perhaps the important difference is that if a Belarusian works in Russia under an employment agreement, the employer is given up to 30 days after his arrival in Russia to register him, after which penalties may be applied to the employer.

However, residents of a neighboring state do not need to fill out any documents regulating the date of crossing the border; the border service does not need to put a stamp on filling out migration cards.

But how then should an employer navigate? A railway, air or bus ticket saved by a person who previously lived in Belarus can serve as a guide. Employees of the Federal Migration Service, one way or another, are based on the date of drawing up the employment contract.

Of course, Belarusians who did not register for migration on time are treated more loyally than other foreigners. Judicial practice knows practically no cases where the punishment was very severe and significant.

But the employer still should not treat this hiring rule negligently. If a citizen of Belarus thinks that there is no need to rush, appealing by the presence of a registration notification stub, double-check his actions, control the situation and you can sleep peacefully, without thinking that you will be held accountable.

The fines that an enterprise will have to pay for violating Russian legislation in this matter in 2017 are more than just convincing:

An individual entrepreneur will have to sacrifice an amount from 400,000 to 500,000 rubles;
The personal liability of the boss is calculated in the amount of the established 40,000 - 50,000 rubles.

To register a citizen of the Republic of Belarus, perform any of the following actions:

1. Visit the nearest post office and send a notification from there.
2. If there is a Center for the Provision of State and Municipal Services in your region, submit a notification directly there.
3. Draw up a notification and hand it over to the competent employees of the Federal Migration Service to which your company belongs.

Filling out the notification form is impossible without a passport of a citizen of Belarus. When the procedure comes to its logical conclusion, the foreigner will receive a detachable part of the document, where the post office or FMS mark will be affixed. Be sure to photocopy the paper and file it with other documents in the employee’s personal file.

What about personal income tax?

In this case, no tricks apply. In 2017, when concluding an employment agreement that is indefinite or provides for the professional activity of a foreigner at your enterprise for six months or longer, the employee’s income is calculated based on the personal income tax rate of 13%.

A Belarusian also has the right to count on appropriate tax deductions (if he falls into this category). If by the end of the calendar year the foreigner’s stay is less than 183 days, personal income tax is 30%, and you can also forget about deductions.

Amounts of monthly insurance premiums

Hiring a foreign colleague involves mandatory deductions of insurance contributions to the Russian treasury.

Migrant status has a big impact here:

1. So, if an individual has a residence permit in the Russian Federation, the same amounts are withheld from his salary as from a Russian citizen working for hire.
2. If a Belarusian has a temporary residence permit in the country, contributions to the Pension Fund of the Russian Federation are collected from the insurance part, the tariff is 22%. The remaining amounts are equal to the amounts applicable to Russian employees.
3. Contributions are not taken if the foreigner is temporarily staying in the Russian Federation and the employment agreement is drawn up for a period of up to 6 months inclusive.
4. An agreement valid for more than six months accrues a contribution to the Pension Fund at a rate of 22%, the remaining contributions are not deducted.

Salaries, regardless of the status of a citizen of Belarus, are always subject to contributions that provide for injuries at the place of work.

In 2017, hiring Belarusian citizens does not involve saving on contributions to the Pension Fund, constantly concluding an employment agreement designed for a short period of time. Today, employment requires insurance in the Pension Fund of any foreigner if at least one employment contract (or a combination of several) has been drawn up with him, each of which can be valid for six months. If, after six months, the employee goes to work for another employer, the terms of service are not cumulative, and there is no need to make contributions to state funds.

Citizens of Kazakhstan hiring in 2017

Benefits for citizens of Kazakhstan

A number of treaties significantly simplify numerous trade, economic and migration activities within the participating states. One of the attractive aspects of the new agreement is the revision of the rules of stay and employment procedures for citizens of the union on the territory of the Russian Federation. This innovation was supposed to benefit all members of the agreement: information about a decrease in the unemployment rate appeared on the EAEU website.

As for the level of employment in individual member countries of the union, the picture is not so rosy. According to Kazakh experts, the real unemployment rate in the country exceeds 11 percent. It is not surprising that many local residents are interested in the question of whether a citizen of Kazakhstan can work in Russia, because they often have to look for work outside the country.

First, let’s determine whether a citizen of Kazakhstan needs a patent this year.

From the moment the agreement was signed, Kazakh citizens belong to the preferential category of labor migrants. This gives them the right to carry out labor activities without special permits.

So, citizens of Kazakhstan will not have to obtain a work permit. However, you won’t be able to simply come and start work: you will need a number of documents.

Employment Requirements

According to new legal requirements, citizens of Kazakhstan need to have the following documents in hand to work in Russia:

Current civil passport;
detachable part of the notice of migration registration;
voluntary health insurance agreement (VHI policy);
a completed migration card, indicating “work” in the “purpose of visit” column.

Despite the easing of requirements, employment of citizens of Kazakhstan in Russia still requires a certificate that confirms proficiency in the Russian language, knowledge of history and the fundamentals of legislation of the Russian Federation.

How to hire a citizen of Kazakhstan? The employer is expected to notify the Federal Migration Service of the acceptance of a Kazakh citizen into its workforce. Although there are different opinions on this matter online, according to the migration service, this obligation has not yet been canceled.

Citizens of the EAEU and tax authorities

The notice of hiring a citizen of Kazakhstan is sent to the Federal Tax Service not by the employer, but by an employee of the FMS unit. By the way, the changes also affected the area of taxation. Previously, the tax “ate up” as much as 30% of an employee’s taxes, which is why many used various methods to evade paying it. Now this tax rate is only 13%.

On the website of the Federal State Unitary Enterprise "PVS" of the Federal Migration Service of Russia, you can obtain up-to-date legal information or get acquainted with current vacancies posted on the stock exchange.

Procedure for staying in the Russian Federation

In this area, the requirements have also been revised. If citizens of Kazakhstan and members of their families plan to stay in Russia for no more than 30 days, they do not have to register for migration or even fill out a migration card. The stamp in their passport is sufficient confirmation of the date of crossing the border. Kazakh citizens can stay on Russian territory for as long as the duration of their employment contract allows. This period also applies to family members.

In case of early termination of an employment contract, the period of stay of Kazakh migrants in Russia is limited to 90 days within six months. If the agreement is terminated after 3 months, the migration authorities require that a new registration for work of a citizen of Kazakhstan take place within the next 15 days. In this case, the next agreement will extend the period of his stay in the Russian Federation.

If the purpose of the visit is not employment, the stay of Kazakhs in Russia is limited to 90 days. The exception is university students (full-time study) and those who have applied for a temporary residence permit.

It should be noted that a country’s participation in the EAEU does not give the right to violate the migration regime. Refusal to follow the requirements of the law entails sanctions in the form of a fine (2000–5000 rubles), deportation, and even deportation from the Russian Federation with a ban on entry for several years.

Citizens of Uzbekistan hiring in 2017

What are the requirements for hiring a citizen of Uzbekistan

As you know, a citizen of Uzbekistan does not need a visa to enter the territory of Russia. However, when crossing the state border, they fill out a migration card. It contains a note about the date, purpose of entry and the period during which a citizen of Uzbekistan has the right to stay in Russia.

To employ citizens of Uzbekistan, you do not need to obtain permission to hire them (clause 4.5 of Article 13 of Law No. 115-FZ “On the legal status of foreign citizens in the Russian Federation”).

The only thing that may be required is, after entering Russia, to register an employee from Uzbekistan with migration registration and notify the relevant FMS body about the conclusion of an employment or civil law contract with a citizen of Uzbekistan.

How to apply for a job as a citizen of Uzbekistan

A citizen of Uzbekistan must have a patent to get a job in Russia. A patent is not issued only by a citizen of Uzbekistan who is a highly qualified specialist or is studying full-time in a professional educational organization or educational organization of higher education under a state-accredited basic professional educational program. A highly qualified specialist from Uzbekistan should receive not a patent, but a work permit.

To obtain a patent, a citizen of Uzbekistan must contact the Federal Migration Service of Russia, write a corresponding application and attach the following documents to it:

Identity document;
migration card indicating the purpose of entry “work”;
VHI policy for the period of employment;
certificates of absence of drug addiction and absence of infectious diseases, including HIV infection;
a document on knowledge of the Russian language, the history of Russia and the fundamentals of legislation of the Russian Federation;
document confirming registration at the place of residence.

This can be done on behalf of a foreign worker by his representative, for example an employee of the employer.

Check that the position specified in the patent matches the position for which you are going to hire an employee from Uzbekistan. As a general rule, he does not have the right to work in a profession, specialty or position other than that specified in the patent. The exception is the case when, due to production needs, the employee needs to be temporarily transferred to another job. This can be done no more than once a year. And the transfer period cannot exceed one month (Article 327.4 of the Labor Code of the Russian Federation).

When you enter into an employment contract with a citizen of Uzbekistan, along with the mandatory conditions, do not forget to indicate the details of the VHI policy or the contract for the provision of paid medical services concluded between the employer and the medical organization. Check the VHI policy or health insurance contract itself. It must provide for the possibility of providing a foreigner with primary health care and specialized medical care in an emergency form (Articles 327.1, 327.2 of the Labor Code of the Russian Federation).

You can conclude an employment contract with a citizen of Uzbekistan both for an indefinite period and for a specific period, if there are grounds for this (part five of Article 327.1 of the Labor Code of the Russian Federation).

How to notify government agencies about hiring a citizen of Uzbekistan

You must notify the relevant territorial body of the Federal Migration Service of Russia about concluding an employment or civil contract with a citizen of Uzbekistan. This must be done within three working days from the date of hiring a citizen of Uzbekistan.

Application for employment in 2017

Why do you need a job application?

Sometimes you may come across the opinion that a written employment questionnaire is useless and can be replaced by an interview. No, he can not. An interview is not a complete replacement for a questionnaire. The questionnaire is the first stage of acquaintance between the employer and the future employee. The interview is its second stage.

Below are examples of an applicant's application form when applying for a job and a sample of filling out an application form when applying for a job.

So, what can an employer get through a survey:

1. general information determining the legality and expediency of further interaction with a candidate for a vacant position;
2. an adequate initial assessment of his professional qualities.

For the applicant, this document is no less important, since it may contain questions the answer to which is not contained in the resume. And, in addition, the potential employee learns a lot about future employment.

What should an applicant write in a job application form?

At the moment, there are no legally approved forms for the questionnaire. However, the law does not allow the employer to include arbitrary questions in it. Issues related to religion, nationality, race, origin, and financial status may become grounds for an applicant to go to court if a vacancy is refused. Such a refusal may be perceived as a violation of the equality of rights and freedoms of a citizen, who may refer to Article 136 of the Criminal Code of the Russian Federation or Article 64 of the Labor Code of the Russian Federation.

Enterprises that require filling out a detailed questionnaire for employment (for example, banking structures) must take care in advance to document the voluntary nature of the provision of personal data, for which it is necessary to obtain the written consent of the candidate in accordance with Article 9, paragraph 4 of the Federal Law of the Russian Federation No. 152 “On Personal Data” ".

How to write a questionnaire correctly

We offer some practical advice on how to compile it.

It is very convenient when questions are grouped by topic. This will make the work of both the interviewer and the interviewee easier. We propose dividing the questionnaire into two parts: general questions in one part, highly specialized ones in the second. This division makes it easier to use a single form of the questionnaire for a large enterprise, since its first part will be the same for candidates for vacancies in any workshop or department of the enterprise.

General issues

In the first part, the standard points usually come first:

Date of Birth,
residential address,
Contact Information,
marital status, children,
attitude towards military duty,
having a criminal record.

Even if this information is not very important to you, we recommend asking the applicant about his theoretical background, asking him to name:

Educational institutions in which he studied (with years, assigned qualifications and diploma numbers, which can be checked if necessary),
advanced training courses he has completed,
attended seminars, master classes and conferences,
degree of proficiency in foreign languages.

If the last point is important directly for the position held, we recommend checking your actual language proficiency during the interview, since the candidate’s self-assessment of his language skills often does not correspond to the real state of affairs.

Employment goals

You can then ask questions to understand the applicant's goals for the job. We suggest including questions that will reveal the applicant's motives and goals.

Examples of such questions:

What position would he like to hold now?
does he want to make a career?
Do you have the desire and/or ability to work overtime and on weekends?
How does the candidate feel about business trips?

A great way to understand an applicant's personality is through preference lists. Offer, for example, to rank in order of importance the list of advantages that the candidate would like to have in this job: a good team; decent salary; growth prospects; advanced training or obtaining qualifications; proximity to home; flexible schedule. By ranking such a list, a potential employee will reveal his preferences and thereby reveal himself. It makes sense to offer to add your option to the ranked list.

Candidate's health

Whether it is necessary to ask questions about the health of a potential employee is up to each employer to decide for himself. This is a rather slippery issue; in fact, such questions can amount to an invasion of privacy. However, quite important information that will affect the employer’s obligations towards the employee (providing benefits, etc.) is disability and chronic diseases that require regular hospital treatment. We suggest the following rather tactful formulations:

“Do you need special working conditions due to your health condition?”

“Do you need additional days off to care for a relative?”

But we must remember that a refusal to provide a workplace to a person with health limitations (if these restrictions do not affect his ability to perform the assigned work) may be a reason to go to court.

Personal qualities

And finally, an even more painful point in the first part of the questionnaire is personal qualities. These questions not only cause a negative reaction from the person being questioned, but are also extremely ineffective, since a person rarely can and wants to adequately assess his strengths and weaknesses, especially when applying for a job. We can suggest using list ranking again, however, this method is also quite ineffective. It is better to use the oral interview method.

Experience and skills

Having finished with the first, general part, we move on to the second, highly specialized one, which we recommend starting with obtaining information about work experience.

The structure of this section should serve two purposes:

1. give the employer the necessary information about the candidate’s work skills. To do this, there must be professions, what he worked for, positions held, a list of duties performed.
2. get an idea of the candidate’s communication skills and mental stability. To do this, they ask about the reasons for changing jobs and ask the candidate to name one or two former employees who can give characteristics and recommendations.

To obtain relevant information about work skills, a highly specialized questionnaire is required. When filling a driver vacancy, they are interested in the category and time of obtaining a license, and driving experience. If a programmer is surveyed, they ask questions about proficiency in certain programming languages, specific software products created by this applicant. This section should be compiled by the immediate supervisor of the future employee, because he is the one who knows exactly what skills the future employee will need at his new place of work. This is a very important point in the questionnaire. No matter how sociable and stable a candidate is, if he does not have the necessary work skills, he is unlikely to cope with the proposed job.

How long should the questionnaire be? Sufficient, but not excessive. We also recommend asking questions tactfully so as not to scare off potential employees and minimizing the number of personal questions. It makes sense to ask only what is directly related to the future position and assumes the possibility of a reliable answer.

Let us recall that the law obliges a candidate for a vacant position to be honest in providing personal data, giving the employer the right to terminate the employment contract in case of using forged documents (Article 81 of the Labor Code of the Russian Federation).

How to make sure that the form is filled out correctly

First of all, you need to check that all the questions asked are answered. The next step is to verify the provided data with the data of your passport, diploma and other documents. The third stage may be to verify the authenticity of the provided data and documents.