The study revealed a trend towards "retraining from scratch" of employees at work
Employers are increasingly moving away from the formal requirement of a diploma and evaluating the economics of hiring — the speed at which an employee achieves results and the ability to retrain for business tasks. The results of the study of accounting for business "My business" and "Avito Jobs" showed that the trend towards "retraining from scratch" is growing, which expands career opportunities for applicants without specialized education and reduces barriers to entry into the profession. The survey data was reviewed by Izvestia on February 24.
According to Avito Jobs, in 2025, the number of vacancies for home appliance repair workers with training increased by 132%, for installers — by 57%, for drivers of special equipment — by 7%. At the same time, the balance of criteria for evaluating candidates is also changing. A third of employers evaluate relevant experience first. And 10% do not pay attention to the diploma at all — experience, skills and the ability to learn quickly are important to them.
Labor market data confirms that business demand for education is becoming more flexible. According to Avito Jobs analytics, in 2025, the number of vacancies with secondary vocational education (SPE) increased by 13% year-on-year. The most noticeable growth was recorded for electronic equipment controllers (+37%), flaw detectors (+26%) and laboratory technicians (+21%). These specialists are in demand in industry and the manufacturing sector, where applied training and precise adherence to technological processes play a key role.
The number of vacancies for qualified specialists with higher education also showed an increase, but more moderate. In 2025, their total number increased by 6% year on year. In 2025, 57% more vacancies for agronomists were posted than a year ago. HR managers took the second place in the list of in-demand specialists with higher education, with the number of vacancies increasing by 35% year-on-year. The top 3 is rounded out by animal technicians with a 29% increase in vacancies per year.
Having a diploma affects wages, but not always directly. According to a third of the respondents, specialized education provides a set of necessary competencies, therefore such employees receive a higher salary. The same number of respondents noted the impact of a diploma for certain professions. According to 18%, applicants with specialized education initially indicate a higher salary fork. And 8% noted that a suitable diploma can affect the salary level during employment, but real achievements are needed to count on higher wages in the future.
Employers are not ready to pay only for a diploma, as its availability does not always lead to results during work. This was stated by 27% of respondents. The management evaluates the results of the specialist's work (17%) and his effectiveness (12%).
In response to these challenges, the business is changing its personnel development strategy. In a third of companies, employees can take courses and improve their skills at the expense of the employer. At the same time, businesses are more likely to assess how investments in training will affect labor productivity and the solution of work tasks. So, 33% are willing to pay for training if it is beneficial to the company (for example, to get certified). Another 32% sign a training contract, according to which an employee must work for the company for 3-5 years after completing his studies. 12% of employers pay for higher education and professional retraining. Only 8% said that training is an employee's responsibility.
"Employee training is not only a personnel decision, but also a financial one. In addition to the cost of courses, companies incur salary costs for the duration of training, study leave and related costs. Therefore, employers are increasingly considering the economics of training in advance: what costs can be taken into account, how they will affect the tax burden, and where the line between investing in personnel and unnecessary expenses lies," said Anastasia Morgunova, Product Director and co—founder of Moy Delo Accounting Business.
At the same time, almost half of employers (45%) employ people without the necessary competencies and train them to meet the company's objectives.
"Education is still the foundation for building a career. It provides basic knowledge and a systematic understanding of the profession, which is further layered with practical skills and experience. At the same time, the success of a specialist today largely depends on the willingness to constantly develop, master new tools and adapt to business challenges, which is why employers are increasingly combining educational requirements with the opportunity to learn in the process," explained Roman Gubanov, Director of Development at Avito Rabota.
There is also an opposite opinion: 18% hire more expensive specialists with the necessary competencies, the same number implement process automation.
According to employers, the top qualities of a specialist are: willingness to take responsibility and work independently (55%), quick learning and mastering new processes (52%), the ability to ensure stable results (43%). Both "universal soldiers" who are able to combine several roles and functions, as well as people with developed managerial and communication skills (35% each) can count on rapid career growth. More than a quarter of managers (27%) assess an employee's ability to bring profit to the company. And 23% expect flexibility rather than working from 09:00 to 18:00. According to 17%, it is necessary to raise reliable people who share the company's values.
On January 20, it was reported that the demand for specialists with experience in using artificial intelligence (AI) in Russia has almost doubled — in 2025, the number of vacancies with such requirements has increased by 90%. According to the Avito Jobs study, AI skills were most often in demand among sales professionals.
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