Qualifying pit, there is a lack of knowledge and skills of the employees the expectations of employers, costing the global economy 6% of global GDP, estimated by researchers at the Boston Consulting Group. According to their estimates, by 2025, the damage can grow to 11% to reach 18 trillion dollars. At the same time in Russia such losses in the short term is estimated at 0.6% of GDP, and their growth in the next five years is limited to the value of 1.8%.

“We live in an era of rapid change of requirements and qualifications, explains the nature of the phenomenon, the Director of the Institute of education development HSE Irina Abankina. – While the student is studying at the University, the situation is changing so that acquired knowledge in time to become obsolete. And if the person has completed education a few decades ago? Higher education, and vocational, becomes a base upon which a young professional can become a Pro, but he will have a lot to learn”.

Rosstat surveyed graduates of universities and colleges over the previous three years. The result: almost every third or 634,5 thousands of people, do not work for the profession, which he studied. Most “deserters” with diplomas in agriculture, forestry and fisheries is 61%. They are followed by sociologists and social workers (53%), as well as specialists in promekologia and biotechnology (47%). The most loyal of their education expected, physicians – rate employed in the specialty from 93% to 97%. “The unemployment rate among graduates of 2019 25.5%, secondary vocational – 31,3%,” – said the press service of the Federal state statistics service.

it is Clear that with so much competition for jobs, many graduates immediately go on changing professions. According to Irina Abankina, even a successful first employment, at 29-30 many leave the profession for personal reasons. It is this “professional flexibility” allows the economy to make amends for qualifying pit, stating experts.

“There are two main principles of search and recruitment of personnel, – says marketing Director of recruitment company Kelly Services Zhanna Volkova. – It is better to take the candidate “to the four-minus”, but in time than to spend additional time in search of “excellence”. The second – “hire for potential and train”. Therefore, HR managers should pay particular attention to energy, education and potential of the applicant”.

as a result of such flow companies get people even with the “wrong” diplomas, but with that set of personal and professional quality that they need. The current system is quite rational, says Irina Abankina. And in order to make it fully function, you need independent centers of competency, which could have been objectively confirm the human exploration of new specialties. Such documents if requiredodimi to work in many fields where the professional competence is regulated by law. “It is important that people can quickly and without excess expenses of time to prove your competencies that he has mastered one way or another and possessed now, concludes Irina Abankina. And then it will be clear what exactly this man is a professional in the moment, not what is the amount of outdated knowledge they have learned”.