Experts named the main mistakes when applying for a job

An analysis of judicial practice in 2025 revealed the most common mistakes made by employers when hiring employees, which lead to fines and legal disputes. This was announced on April 10 by the specialists of the RBC Aktion Cadres and HR service.

"The recruitment procedure begins with the first contact with the candidate. And already here, some of the employers make mistakes that lead to the fact that the employee manages to challenge the refusal of employment in court and accuse the company of discrimination," the experts noted.

So, in order to reduce risks in the recruitment process, it is necessary to document the selection criteria for each vacancy, prescribe requirements for experience, education, and specific skills in job descriptions.

According to experts, the first group of risks is related to job postings and job refusals. Employers are advised to avoid any signs of discrimination and focus solely on candidates' business qualities. An incorrectly executed refusal may become the basis for a lawsuit and compensation for moral damage.

The second common mistake is the formal approach to document collection. The employer has no right to demand information not provided for by the Labor Code, as well as to ask questions not related to professional activity. Violations at this stage can lead to fines and recognition of decisions as illegal.

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The third group of risks concerns the registration of an employment contract. The absence of mandatory conditions, errors in setting the probation period, or the unjustified conclusion of a fixed-term contract often become the subject of legal disputes. The substitution of labor relations with civil law contracts also attracts the attention of regulatory authorities.

Separately, experts identified violations of the registration procedure. For example, untimely familiarization of an employee with local acts deprives the employer of the opportunity to further bring him to disciplinary responsibility.

Another problem remains non-compliance with reporting requirements, including notifying government agencies about the admission of certain categories of employees. Significant fines are provided for such violations. In addition, even technical flaws in the documents — the absence of signatures, dates, or contradictions — can be used in court against the employer.

"Technical inaccuracies give the employee or the inspector a strong argument about the dishonesty of the employer, the chaotic flow of documents and, as a result, the possibility of interpreting ambiguities in favor of the employee (art. 8 of the Labor Code). Therefore, we recommend checking the main documents of the new employee before handing over the acceptance documents for storage," the experts noted.

The experts emphasized that all stages of hiring are interrelated, and mistakes in any of them increase the legal risks for the company. In this regard, employers are advised to implement clear regulations, use checklists and regularly monitor changes in legislation.

Margarita Antipova, an expert at get experts, said on April 6 that representatives of generation Z are increasingly acting as interviewers when applying for jobs, which is changing the format of business communication. According to her, zoomers quickly recognize a fake and lose interest in communication. No more stories about achievements will be able to regain trust and interest.

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