Which companies hire employees using the One Day Offer system?

Employers are increasingly hiring specialists in just one day. The One Day Offer system is gradually gaining popularity, when a candidate goes through all stages of interviews at once and can receive a job offer. According to a survey by the Potok company, which provides the application “Kommersant HR Technologies”, such express selection of specialists is actively used by every tenth Russian employer. Another fifth of organizations resort to this tool in extreme cases.

This is beneficial for both applicants and recruiters, noted Denis Kaminsky, partner at FutureToday: “One Day Offer is the company’s promise to its potential candidates that the hiring decision will take one day. But in practice, this can sometimes stretch out, for example, for two days, or the candidate receives a preliminary offer within a day, and then must somehow confirm it.

The advantage for the employer is that if candidates go through a lengthy selection process, then the likelihood that they will get lost and refuse in the process increases. In addition, the more stages a person has gone through, that is, relatively speaking, if two or three interviews are expected and the selection involves an assessment center, for example, or testing, or something else, then the applicant becomes more expensive for the company with each step. Resources have already been invested in it, and losing it, of course, becomes less desirable.

In order not to lose candidates along the way, because the labor market is now quite overheated, employers are trying to shorten this selection period in order to increase the efficiency of their recruiting investments.

This is one moment. The second is that applicants also do not want to spend a lot of time on selection, because it is always stressful and time-consuming: you need to go somewhere, talk to someone, remember who wrote what to you, what vacancies you responded to.

Now One Day Offer is most widely used in the IT sector, because there is very high competition for specialists, and this is a way to increase the value or mass of the segment. By and large, this also applies to the selection stages for line personnel, when we are talking, for example, about general workers, loaders or sales floor employees. Often the requirements for them are not very high, and this means that in principle it is easier to do.”

As market players told Kommersant FM, now with the help of One Day Offer they are also employing professionals with unique competencies. Most often, this system is used in small businesses. But large organizations are not yet ready to quickly hire workers, stressed Anna Alfimova, managing partner of Alena Vladimirskaya’s Career Laboratory: “I can’t say that this practice is gaining momentum, but it has definitely begun to be used more often than, for example, two or three years ago, when there was a sufficient number of candidates on the market. This is especially noticeable in small businesses, which are forced to compete with very large companies, where there are more opportunities in terms of motivation, additional compensation, corporate conditions, and so on.

In a very large business, this still remains among very specialized, some narrow professionals, or those for whom there is a very strong struggle in the market. But these are isolated examples. Most often, this is some kind of emergency situation, when an urgent replacement is needed or when, for example, some project arises that is critical for the business.

In addition, there is already an external personnel reserve, some kind of long list of people who are already known. Essentially, they are either hunted from another business, or the coincidence is that they are being sought, and they are immediately made an offer.”

Judging by a survey by Potok, two-thirds of companies in Russia still do not provide One Day Offers, but half of them would like to use a new approach for quick hiring. So far, there are not enough appropriate technologies for the mass use of such an HR tool, explained Vladislav Bykhanov, partner at the recruiting company Cornerstone: “Our desire is for all decisions to be made on the same day. But in reality this is almost impossible, because large companies also have a security check, and, as a rule, it can take from two weeks to a month.

The larger the company, the longer it takes for all these stages. This is not because the security service is slow, but because the number of people who need to be screened and hired is quite large. This queue for verification, which can take a month. This is fraught with the fact that during this time candidates may receive a new offer and not wait for ours, go to competitors or to another industry.

It would be ideal if all hiring decisions were made not on one day, but at least a week in advance. Maybe some digital solutions and artificial intelligence will help with this.

But while the verification takes place manually and the final approval is usually carried out in person, then one day, unfortunately, perhaps only IT companies can afford to hire a person. All large industrial companies cannot do this yet. The fastest we see in our practice is a month, or even a month and a half, from the moment of the first interview until the candidate starts working.”

The Institute of Economics of the Russian Academy of Sciences estimated the personnel shortage in Russia in 2023 at almost 5 million people. At the same time, 90% of companies report a shortage of personnel, this is especially noticeable, in particular, in logistics, catering and trade. At the same time, according to official statistics, the unemployment rate in the country is at a record low; it has dropped below 3%, which has not happened in the entire history of Russia.

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Elena Tyuleneva