As long as Millennials graduate from colleges and university, they present a particular difference in expectations from public. They can be described as career oriented and desire rapid development and advancement on the job while getting a lot of perks. Moreover, they are used to getting recognition for almost every achievement and always be in the spotlight. It is considered that Generation Y want to feel like they are special. Besides, they want to have feedback in everything they do by ranking, grading and evaluation systems. What is interesting about Millennials is that they appreciate the involvement of parents in their lives. Scientists claim that almost 84% of current students agree that parents helped in the right way to enter college or university while 77,5% report that parents made a right contribution in cooperation with educational authorities. (De Hauw, 2010) As Millennials are considered to be good at multitasking, they are more likely to have several careers at one time. Generation Y can focus on different jobs at one time. Besides, as long as Millennials are much more community orientated, they are ready to help other people and make a world a better place for living. Intense focus on education and achieving results influence the probability of readiness for continuous learning. The main difference of Generation Y is that they tend to be in trend. The topics which are close for Millennials are technologies, job skills like presentations or finance, independent of living in terms of budgeting or cooking, options for career development. Moreover, as they grew up in period of graphic design they are more likely to pay attention to all forms design is fashion, products or interior. The development of technologies influenced them in the way that they are interested in taking online courses and prefer distance learning opportunities. Nevertheless, as long as Generation Y had experience in traditional classroom learning, they are ready to have such experience. One of the best opportunities for them is to get traditional classroom education by wireless mobile devices. For instance, it is getting more and more popular to have classes with usage of Skype or other social networks. (Frey, 2018) In comparison with Xers Generation Y are more interested in getting customized and personalized education. Moreover, they appreciate to have an opportunity to have assess and ask advice from professors and instructors 24 hours a day what is not possible without mobile devices. Getting knowledge through practice is the best way of studying for Millennials which popularize internships. This generation uses social networks like Facebook or Instagram more than any other. This is the reason why it is the best marketing channel for them. Besides, loyalty programs are suitable for the, as long as they need to be treated specially. Working in reputation is a key way to attract Millennials. The differences in attitudes between Generation Y and X are presented in Table 5. (Strauss&Howe, 2007) Consequently, it is possible to mention that development of technologies had the highest influence of perceptions of school and higher education for Generation Y. As a result, new trendy and innovative ways of studying arise and make changes to employment process.

Table 5

Needs and preferences for education programs

Generation X	Generation Y
High interest in programs related to career Less importance for personal enrichment High interest in experience in education from other people Interest in electronic marketing channel High interest in convenience of day and time of classes (priority to weekdays)	Interest in programs related to career High interest in online formats of education Prefer opportunity to test before choosing High preference for electronic channels Preference for social networks as marketing channel

2.3 Generational characteristics in perception of career

As long as Baby Boomers reach their retirement age, Generation X are replacing them going up in the hierarchy. The ground positions are taken by Generation Y who are now getting their higher education degrees and getting ready to take the workforce. With development of technologies it is crucial to manage people in the right way. In order to manage Millennial workers more efficiently, it is necessary to understand their attitude to working facilities. As they are described as creative and technology friendly cohort of people, it is essential for managers to develop their potential and provide an opportunity for future leadership. (Strauss&Howe, 2000)

There is no doubt that Millennials comprise a large proportion of talented people who are very interesting for employers. Therefore, it necessary to outline what Generation Y is looking for in employment. (Rigoni, 2016) First of all, they are aware about cultural differences of the companies. When Millennials are scanning the marketplace, cultural is a key indicator for them. They need to see and understand how employer position himself due to the all experience of working. Millennials look for opportunities to be creative. One of the ways to build a perfect corporate culture for Millennials is to offer early finish on Fridays or give them time to manage personal hobbies. Secondly, Generation Y cherish the opportunity to enjoy what they are doing. Their perception of dream job is “fun”. The research of KPMG shows that Millennials consider career in technology boring. As a result, almost no one was ready to take it. Therefore, Generation Y prioritize enjoyment in future career. In order to attract them employers need to provide such opportunity for them. For example, this result can be reached by often team activities or by choice of projects which are particular interesting for the employee. Moreover, Millennials wait for honesty from their employer as they are used to open communication. The key success indicator for them is when they feel that their opinion really matters and what they are doing can really contribute to development of the company. It is crucial for the companies to get used to transparent communication. For instance, weekly office sessions where every employee can take part, give their opinion or ask questions is one of the ways to improve communication in the company. Giving an honest feedback with some advice helps the worker not only to assess their but also feel that company is really interested in them. Finally, Generation Y is interested in having an opportunity to control the location and working hours of the job. Compared to Xers who only was dreaming of work-life balance, Millennials are ready to take it. According to KPMG survey across people of Generation Y, work-life balance is one of the top important factors for the employees. As long as Millennials have a busy active life schedule, the opportunity to leave the work earlier when the work is done or to visit gym between meetings is a big advantage for them. (Kurian, 2017)

Attracting Millennials to the workplace is not enough for the employers, it is even more important to pay attention to how they work and which methods can be used in order to motivate them. As statistics show work for Generation Y is not just a way to get money, they appreciate opportunity to socialize while doing the job. Almost 63% of Millennials expect that employer will contribute to this social part. Companies have to build reputation of socially responsible organization. The examples of social activities are volunteering or donation programs which employees are able to take part in. Moreover, Generation Y need to connect with their colleagues not only inside the office but also in some informal activities. They enjoy being social and be part of so called working family. In order to encourage socialization at work the usage of social networks during working time where they can communicate. One more important issue for Millennials is mentoring. Although they have their own view on life, they want to have help in questions of further development and growth. It is starting to be a problem for employers how to organize mentoring facilities for almost 50% of their workforce in situation of shortage in time and money resources. Mentoring programs for new employees give them a vision that the company is interested in their future development. (Gallup, 2016)

The assessment of successful fulfillment of the objectives is crucial for Millennials. Along with considerable results, they want to feel that their daily responsibilities are also making a difference. Organizations need to include more appreciation into employee's way of working. It can be reached by many ways: starting from thankful speech of one of the senior managers to formal dinner with discussion of resent working results. As it has already been mentioned, Generation Y want to feel their contribution to the business and see a bigger picture. The need to see how their daily activities contribute in fulfillment of great goals. [8] Asking employees about their opinion on important questions like customer satisfaction will not only make them feel needed but will result in productivity and quality of their future work. For example, monthly polls or focus group will increase employee satisfaction. Finally, Millennials need to have the right managers as an example for them. Organizations should consider using different styles of management. This will result on concentration on final results but on issues of communication and collaboration. Therefore, it is obvious that Generation Y need a special approach in management. On order to reach higher results and use talents effectively companies need to introduce courses for management staff and focus on things which are important for Millennials like transparency, communication and socialization. (Kurian, 2017)

Generation Y is known as ready to change company or even sphere quickly, it is crucial for HR managers to make them engaged and be loyal to the current employer. The statistics shows that the number of companies changed by Millennials in five years after graduation is almost three times higher that 30 years ago what is presented on Figure 2. This means that more attention from the companies should be payed to questions of early quit of the job. (Kurian, 2017)

Figure 2. Average number of companies within fist five years after graduation



In order to understand the reasons for such quick shifts between companies, it is necessary to outline what companies lack in HR management. The need for work-life balance has raised many years ago. However, for Generation Y it is not an optional benefit but compulsory requirement for the employer. According to KPMG research, work-life balance is the second important criterion in choice of future employer. The first one was salary. The companies need to move from traditional nine to five working hours and be ready to give opportunity to work from any place and any time. (Kurian, 2017) For Millennials, an opportunity to work one day a week from home or to have time to do personal things during working hours is a great advantage. In the same way, an old policy forbidding working with emails on the weekend will stay in the past. Moreover, Generation Y should see the opportunity to develop. It means that starting career at the position is obviously not the place where the person would like to stay for the rest of their life. Particularly, the beginning of career is a continuous process of learning which result in gaining skills needed to get the job of the dreams. Millennials expect to have transparent information about their future career development opportunities. A higher position, more money and growth opportunities are the key to make young employee stay in the company longer. If there is an opened vacancy in the firm it is benefiting to offer such opportunity for Millennial employee instead of following external recruitment process. In case when Generation Y employees do not feel that they are treated in such way, they are ready to change the company. (Haiyan et al., 2015) One more important quality of Millennials is that they are keen on studying opportunities. The eager to have all information at fingertips. Organizations need to pay attention to questions of learning and methods of getting knowledge. Generation Y are not interested in traditional methods of learning like formal lectures. For example, KPMG offer for young employees learning paths which last for three years. They provide soft skills, technical and business confidence through flexible approach. Although it is quite a long continuous process, easy and relaxed way of learning ensure that it will be done to the end. Besides, the development of modern technologies makes it possible to get knowledge through the Internet. Therefore, to attract Millennial workers it is possible to offer studying through social networks. In situation when Generation Y do not feel that they are developing, they are likely to quit the job. (Kurian, 2017) Although Millennials are ready for everything new and developing, they appreciate stability. It is interesting that most of them are not ready to work for start-ups and prefer being employed in corporate organization. The research shows that approximately 40% of Millennials consider that their current job will be replaced by computers in five years. As a result, job security is one of the top requirements for employer today. Companies need to provide safety for their young employees. Communication and transparency allows to discuss al concerns and concerns. Consequently, ability to predict stable future will make Millennials be engaged and loyal to the employer. (Rigoni, 2016)

The analysis of differences between generations shows that perceptions of life, values, education, career and other important spheres of life change. Previous generation was used to traditional methods of studying and working. They are used to typical classroom lectures and getting information from books and television. The new generation has grown up in period of rapid technological development. Millennials are opened for transparent creative environment. The key elements of success for them are ability to study and development, flexible and innovative approach to working. As long as they are used to continuous support and close relationship with parents, the help of mentor is crucial for them. Moreover, they are ready to honest relationship with both employer and colleagues. Socialization and feeling of making a big difference for the company and the world as the key indicators of success for them. Therefore, HR managers need to adapt their practice and methods to needs of future employees. The respect of needs and perceptions of employees is a way to motivate and engage them. When an employee feels that the company is interested in his future development, he will do his best to make a significant contribution.



3. Analysis of education and career paths of Russian students

Nowadays the importance of higher education is getting more and more evident. Since 1989 the number of people with higher education has doubled in Russia. Starting from school years children work on their development not only by traditional school curriculum but with help of different extra classes. Compared to previous decades Russian government tend to decrease their investments in higher education programs. As a result, universities provide more places for students who are ready to pay for it. The number of students getting degree on government sponsorship decrease every year. As long as the price for higher education rises every year, the expectations of students from future career opportunities increase. However, the competition on labour market between young specialists is tough due to wide access to education institutions. Today getting a degree does not create confidence in well-paid and interesting employment. Employers look for practical skills and unique abilities which particularly suit they company. Therefore, analysis of educational and career opportunities for Russian students becomes an urgent topic of research. (Ватульян, 2012)

Despite the importance of problems connected with employment of young specialists, there is lack of research in this sphere. The position of today's students on labour market is unclear. As a result, they face problems with school-to-work transition. One of the reasons for it is lack of quality data about existing education strategies and following career opportunities including issues of salary, work-life balance and further learning. First of all, it is necessary to outline which educational opportunities are opened for Russian students. There are three possible variants after getting a bachelor degree:

1) Magistracy

2) Magistracy + Postgraduate doctoral studies (PhD)

3) Employment. (Савинова, 2013)

Even though education strategies look obvious and quite understandable. Schoolchildren struggle between choosing their future place of higher education as long as it is their opportunity to get well-paid and enjoyable job. The number of possible spheres opened for applicants is really high. In 2017, Russian newspaper “MK” conducted a research dedicated to analysis of universities in Russia. In order to understand which directions in education are the most perspective, the research team questioned several recruitment agencies in Moscow. Approximately 36 recruitment agencies, including Ankor and Coleman Services, were asked to outline which spheres are the most suitable for students today. The analysis of different career websites allowed to make the following list:

· Finance and accounting;

· Banking;

· FMCG;

· IT and telecommunications;

· Architecture and construction;

· Transport and logistics;

· Marketing and PR;

· HR;

· Medicine and pharmacy;

· Law;

· Tourism and service industries. (Московский комсомолец, 2017)

These spheres are considered to be most perspective and provide a lot of employment opportunities for students. However, it is possible to name several leading directions which in highest demand on labour market. Firstly, the most popular spheres of higher education are economics and finance. As long as number of banks grows every year and difficult financial operations are inevitable in every business, educated and skilled specialists in finance will always have an opportunity to get a good job. The second most needed specialization on Russian market is FMCG which is connected with issues of management. It is difficult to image life without products that people use in everyday life. Therefore, management and marketing in this sphere will be in need. Another specialization which is getting more and more widespread and perspective with development of technologies and mobile devices is IT and telecommunications. There is no doubt that the usage of technological advances is growing every year. Moreover, people create something new and innovating every day. Consequently, the demand for IT specialists on labour market is quite high. However, growth of demand on different directions of education result in strong competition between young specialists. For instance, there are 2-3 people for one position in engineering sphere, 5-6 in marketing and even more for lawyers. In top multinational companies which provide exclusive development opportunities the competition is up to 30 for one position. On the other hand, it is considered that in spheres like logistics and HR there is lack of human resources. As a result, accessibility of higher education influenced the way employers choose candidates. Nowadays it is not enough to get a degree in order to get a well-paid perspective job. Big companies pay attention to brand of university and quality of skills which it is ready to give. According to different research, the leaders of Russian education market are:

· Lomonosov State University;

· National Research University Higher School of Economics;

· MGIMO University;

· Financial University under the Government of the Russian Federation;

· Plekhanov Russian University of Economics;

· National Research Nuclear University MEPhI;

· Bauman Moscow State Technical University. (Московский комсомолец, 2017)

It is necessary to mention that most universities are not leaders in all spheres. In order to be competitive on labour market, it is essential to understand which sphere university specializes in. For instance, Lomonosov State University is best in preparation of finance and economics specialists while graduates from Bauman Moscow State Technical University are leaders in IT sphere. One of the ways to overcome this problem is to do research about faculties which are mostly respected by employers. In 2016, graduate recruitment agency FutureToday presented a list of best higher education faculties in Russia. The results are presented in Table 6. Official website of FutureToday URL: fut.ru

Table 6

Top 5 faculties in Russia

№	University and faculty	% of support
1	National Research University Higher School of Economics - Faculty of Economics	61,0
2	Lomonosov State University - Faculty of Economics	59,7
3	National Research University Higher School of Economics - Faculty of Business and Public Administration	51,9
4	National Research University Higher School of Economics - International College of Economics and Finance (ICEF)	49,4
5	Bauman Moscow State Technical University - Faculty of Informatics and Management Systems	49,4

Although requirements for students grow every year, the real value of knowledge decrease. Today students pay more attention to brand of university rather than quality of education programs. As a result, the quality of degree is not as high as it was several decades ago. Employers prefer practical experience rather than good theoretical base. Therefore, students start working as early as possible leaving less effort on studies which also have negative effect on their level of knowledge. On labour market, employers choose young specialists with wider work experience and practical skills. In order to be competitive, students should understand how they can find a company of their dreams. (Савинова, 2013) The first acquaintance of students with future employers start at first year of university. Companies which are interested in talented employees organize different career fairs where they advertise their company and have an opportunity to cooperate with students. It is a good way for students to talk to HR managers of different companies, get information about opened positions and future perspectives. For instance, FutureToday organize career days for students from different spheres of education. Career day at Lomonosov State University is dedicated to jobs in management and economics while TechnoCareer Forum is visited by IT students. These fairs provide a lot of entertainment facilities where it is possible to meet real employees who can give advice, get experience on lectures or workshops or even pass some of the assessment stages. Consequently, in case of uncertainty it is a good way to get all necessary information in one place. Official website of FutureToday URL: fut.ru

One more useful resource of information for students is corporate website of the company and social networks. All news about opened vacancies and events of the organization are usually posted there. In order to attract young talents and acquaint them with company, employer tend to organize different events in the office for students and graduates. For example, Insight from inside in PricewaterhouseCoopers where they can get information about working process and get ready for selection testing. Official website of PricewaterhouseCoopers URL: www.pwc.ru Another example is Tax Lab of Deloitte where students can learn about tendencies in this sphere and get experience in business activities. These events are usually free of charge and are interesting and perspective for future employment. Official website of Deloitte URL: www2.deloitte.com/ru/ru.html

In order to understand which employer is the most suitable, different research agencies collect information from students including their opinion about salaries, corporate culture, development opportunities and conditions for students. In 2018 recruitment agency FutureToday asked 9000 students from 21 most respected universities of Russia in Moscow, Saint-Petersburg, Novosibirsk and Ekaterinburg. Students were chosen from most perspective universities: National Research University Higher School of Economics - Faculty of Economics, Lomonosov State University and others. The students had a list of 200 most popular employers on Russian labour market. They were asked to mark which they consider best and why. The results of the poll were the following: the first places were taken by Google and Yandex. The others are Gazprom, Apple, BMW, Sberbank, Microsoft, Aeroflot and Rosneft. The most attractive characteristics of the company were flexible working hours - 41%, work-life balance - 37% and stability - 36%. Official website of FutureToday URL: fut.ru

It is obvious that it is not possible to combine both education and full-time employment. Due to the time limits companies offer internships. This kind of employment allows to work from 20 to 40 hours a week. The length of such programs varies from 3 month to 3 years leadership programs where it possible to grow to higher position in several years. During internships young specialists take part in real projects with help of mentors. It is the best way to get real experience and combine it with education in university. The conditions for interns are really good: they have flexible working hours, often can work from home some days a week, get salary, take part in corporative events, get know new people and socialize. However, the competition for such positions is really high. Candidates have to pass many recruitment stages, including selection and personality testing, different interviews, assessment centers. The criteria for students are really high. They should have good marks at university, fluently speak one or two foreign languages and be ready to show personal skills like motivation and leadership. In order to pass all steps successfully it is important to get ready for them and get some insight information. For instance, some students take part in all steps of selection process without real intension to get job getting ready for future recruitment. Official website of FutureToday URL: fut.ru As a result, internships provide a great opportunity for future employment and help to gain all necessary skills.



4. Analysis of career expectations of Russian students

The research shows that there are a lot of problems in recruitment process for young specialists. Employers want to see educated, highly-experienced graduates while they are eager to get high salaries and top positions in the offices. Significant time and effort expenses result in overestimated expectations of students. As a result, at the moment when they are ready to enter labour market, they face problems with employment as long as companies are not ready to give them what they want. In order to outline existing problems and offer recommendations a poll was collected. The questions were worked out according to current education and career opportunities for Russian students. It consists of several parts: educational background, education strategies, work experience, further career plans and expectations including salaries, working hours, opportunities to expatriate and use foreign languages, availability of development programs and corporate culture. The results of the poll are used to make conclusions about expectations of students.

The poll was collected from students of Higher School of Economics who study Business and Public Administration. Respondents was chosen from 1^st to 4^th year of bachelor degree. Students study management disciplines including marketing, finance and accounting, HR, organizational theory, strategic management. In 2017 271 people (37,6%) was admitted with sponsorship of government, 449 (62,4%) was paying for education. However, the majority of students get a discount from 25% to 100% due to their results during the year. The admission points for results of Moscow State Exam are high. The average mark is 90 for every subject. Students of the faculty have a lot of international opportunities like international mobility or classes in English. Official website of Faculty of Business and Public Administration, Higher School of Economics URL: bm.hse.ru/figures Consequently, due to the high potential and investments of students, it is reasonable to analyze this group of young specialists as representatives of Millennial generation.

The preparation of the poll was done after analysis of Russian labour market. The number of respondents is 294. As long as the overall number of bachelor students is approximately 1000, the sample is representative. Students were asked to fill in paper questionnaire. The questions are dedicated to their personal information, education and work experience. 64,8% of respondents are female, 35,2% are male. The respondents are aged from 17 to 23. The majority of the respondents (40,7%) are finishing the 4^th year of education. The average grades are 7 (32,4%) and 8 (30,4%) out of 10.

The next part of the poll was dedicated to analysis of their skills and knowledge. All students (100%) answered that they are studying English. Other foreign languages are less popular: German - 16,1%, Spanish - 10,7%, French - 8,9%. The level of knowledge of English is presented on Figure 3. It shows that students are aimed to work in big multinational companies. Moreover, opportunity to use and develop knowledge of languages in everyday work is an advantage. The availability of language courses at work can also attract them.

Figure 3. Level of knowledge of English language

The following questions were connected with students' work experience. The results are presented on Figure 4. It is interesting to mention that not only students of fist course struggle to find a job but students of higher level of education face problems considering work-life balance as it is not possible to combine both good education results and working experience. Therefore, lack of flexible working hours is existing on Russian labour market.

Figure 4. Current work experience

Considering future plans after getting bachelor degree, most of the respondents want to find a job in Russia (58,9%), others want to continue education abroad (23,2%) and others are ready to start their own business in Russia (23,2%). The most preferable industries for employment are consulting (40,9%), telecommunications (25%) and FMCG (23,2%). Most popular employers among students of Higher School of Economic are Google (39,9%), Yandex (25%) and P&G (21,4%). The expected level of salary is presented on Figure 5. These results show that students are highly aware about position of their university on labour market and ready to get as much as possible from it. The expectations about salary are much higher than the average on the market. Moreover, young specialists are ready to work in most popular spheres in order to have best opportunities.



Figure 5. Expected level of salary after graduation

The most important characteristics of the company for respondents were salary (50%), opportunities for career growth (44,6%), opportunities for personal development (41,1%). The majority of students (60%) answered that it is necessary to get knowledge and help of mentor while doing the job. Many respondents (33,9%) use social networks in order to find a job. It is interesting that the majority of students consider career events useless. The results of the poll show that the best way to get a full-time job in the company is through personal communication with existing employees or successful completion of internship program.

The conducted research shows that the higher requirements are set on students in educational institutions, the higher expectations they have from future employer. Most of young specialists are interested in continuous development in terms of personal skills and working abilities. Moreover, they are interested in international communications affected by globalization issues. Modern students are ready to work and study abroad. In order to attract talents to organization it is necessary for employer to provide good salary and growth opportunities along with flexible working hours and work-life balance. The technological development resulted in job research through social networks and websites. Therefore, companies need to move from traditional ways of recruitment and put more emphasize on technological development and flexibility.



5. Analysis of interviews with HR specialists

In order to assess current situation on labour market, it is necessary to analyze situation from both sides. The conducted poll allowed to outline which difficulties students face during employment process. The interviews with HR specialists give an opportunity to analyze expectations of the company from future employees. The questions for interviews were worked out according to needs of young specialists. The questions for the interview was the following:

· How long do you work in HR sphere? How do you cooperate with young specialists?

· What does your company offer for young specialists?

· What are the requirements for young specialists in your company?

· What are the conditions of employment for students and graduates in your company?

· Which development programs exist for young specialists?

· Which characteristics of the company makes it attractive for young specialists? What are the tendencies in employment?

· Which changes can be assessed due to the changes in generational perceptions?

· Which recommendations can be offered to students and graduates?

The candidates for interviews were chosen from different spheres and companies. The interviews were collected from HR specialists working in Deloitte (Appendix 1), Unilever (Appendix 2), Rambler&Co (Appendix 3) and graduate recruitment agency FutureToday (Appendix 4). All companies are leaders in their spheres and provide good career opportunities for employees. As long as they attract a lot of young specialists, it is essential to analyze what they offer them and compare it with expectations of students and graduates. HR managers agree that Millennials are the main resource for further development today. When the interviewees were asked about career opportunities for young specialists, they all claimed that they have internship programs which are easy to combine with education. They understand the need in flexible working hours. Moreover, they are opened to decrease the number of projects during exam time or give some extra days off. The practice of mentor help is used in every company as long as it is a key part of future success of young employee in the company. It is a usual situation when the managers organize different welcoming events for young specialists in order to help them engage with existing corporate culture. One more similar feature of these companies is the usage of modern technologies. Most managers agree that the usage of their corporate social networks and other application helps to organize communication in the company effectively and improve the environment for team work. Besides, employers tend to pay more attention to personal skills rather than academic. What is really valuable for them is motivation, desire to develop and grow. However, the brand of university and quality of knowledge that it gives stay an important issue in employment process. Considering requirements of young specialists to future employer, salary is the most motivating characteristic that attracts talents. Opportunity to have flexible working hours and work-life balance if also crucial. Consequently, companies try to adapt to the needs of modern generation and create opportunities for them.

Deloitte is a multinational company which provides services in spheres of consulting and audit. In Russia it performs as the leader of the market and attracts thousands of graduates every year. All internship programs in Deloitte aimed on development of future employees. Moreover, conditions and projects are chosen according to personal skills of the candidate. The practice of informal networking and couching is widely used in order to make adaptation project easier. The main focus of HR practice is made on technological development. Deloitte create own social networks and other technological advances. It makes the process of communication, storage and transfer of knowledge easy and assessable. The importance of IT sphere is on the top of the company. Deloitte is not aimed on making a talented employee stay on position for the whole life and make money for the business. If employees need personal development, they are ready to give it. For instance, many of young specialists left the company in order to start own business. Therefore, the organization need to adapt to needs of society.

Rambler&Co is leader of Russian market in spheres of media and IT. HR manager of the company agree that today universities are not ready to provide all competencies needed for future employment. As a result, more attention is paid to issues of early work experience. Another tendency is that companies are aimed on development of every employee rather than taking already experienced. It creates opportunities for personal growth and engagement. According to HR manager of Rambler&Co graduates choose projects not the company. If project is interesting, the employee with use all potential to complete it. Finally, the entrance of Millennials in the workforce resulted in flexibility and comfort. For instance, cozy office with different benefits can attract the young specialist. Consequently, the corporate culture which creates opportunities for education, cooperation and development is a key characteristic of competitive business today.

The analysis of interviews showed that companies adapt they methods of HR management to needs and perceptions of current generation. Employers understand that Generations Y and Z are aimed on flexibility and technological development. Personal growth in the company is important issue due to the fact that universities are not able to provide all necessary practical skills. Therefore, it is crucial to correspond to corporate culture of the company and be a group player opened for cooperation. As long as students are aimed to get work experience as early as possible, companies create internship programs where mentors can help and educate. This helps students to be qualified specialists by the moment they get a degree.



Conclusion

The development of human resource management is inevitable and depends on perceptions and needs of generation which is entering the workforce. Today Generation Y or Millennials are taking the labour market. The importance of getting a degree which is valuable for employer is growing every year while the amount of effort and money needed for it increase. Moreover, brand of the university is becoming a much more crucial indicator rather than the level of knowledge that it gives. Due to these changes expectations of graduates about future employment rise. However, higher education institutions are not ready to provide enough knowledge in order to provide a well-paid position in leading multinational companies. This is a reason why many young specialists struggle to find suitable job. This research paper is aimed to outline existing problems on undergraduate and graduate labour market and provide recommendations in order to solve them.

The conducted research shows that companies are adapting their HR practice to needs of young employees. There are a lot of opportunities for students to combine education and work. In order to be competitive companies need to provide development internships for students. The key characteristic of such projects is opportunity to learn and get needed practical skills which are not possible to acquire during university studies. Talented employees are attracted to internships by flexible working hours and perspective of staying in the company on higher position after graduation. Moreover, Millennials appreciate to be treated personally and opened for cooperation. In order to gain engagement from young employee, it is essential to have open and honest communication with him by providing feedback and results. Most of the graduates today move from traditional ways of working and prefer starting own business that is why it is essential to let them develop rather than stay in the company. The research shows that the usage of online methods in recruitment, education or communication are the most suitable for them. Millennials use social networks in order to find a job or keep contacts as part of their everyday life. As Generation Y were affected by globalization issues, they are ready to work and study abroad. Besides, Young specialists tend to choose projects which will be interesting and contributing for them rather than choosing a particular company. Although salary stays the most important criteria for choosing a future place of work, young specialists pay attention to issues of work-life balance, flexibility and corporate culture. On the other hand, social benefits go to the past and appreciated by top positions in the company. The perspective of future development and career growth will motivate the employees and make them stay in the company.

According to research, the development of opportunities to get higher education both in Russia and abroad results in increase of competition on labour market. In order to be competitive, students need to pay attention to quality of knowledge they get in university and development of personal practical skills. As long as brand of university is an important issue in CV, it is essential to understand the sphere in which university specializes. Today there is a particular growth in demand for IT and digital professionals. The knowledge of foreign languages is necessary in every multinational company. One of the ways to prepare for selection process is to visit events of the company and get advice from professionals. Research shows that personal skills like readiness to study and develop, motivation and openness for cooperation and group work are the most valuable for employers. Besides, internship programs with flexible working hours are the best way to get practical experience in combination with theoretical knowledge gained in university. In conclusion, it is essential to mention that building of effective education and work strategy will result in good employment opportunities in the future.



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Appendix 1

Interview with HR manager of Deloitte

- Добрый день! Расскажите, пожалуйста, как происходит процесс трудоустройства молодых специалистов у вас в компании?

- Мы даем студентам возможность погрузиться в процесс работы, не отходя от учебы. Если всех все устраивает, то последующим действием является предложение о работе: сразу переходим к оформлению, либо ждем пока закончится экзамен и откладываем. Это делается для того, чтобы не делать выводы по 30-ти минутной беседе, а посмотреть на них в естественной среде. Бывают ситуации, когда решают перейти в другие департаменты, посмотреть, это тоже нормально. Если нам интересен сотрудник, то мы более-менее лояльны в этом плане. И с недавнего времени у нас действуют погружения для большого потока. Мы берем 30-40 студентов и их ведем по программе 3-4 месяца: распределяем по проектным группам, они проходят тренинги, посещают корпоративные мероприятия, делаем челленджи интересные для полного погружения.

- То есть это занимает полный рабочий день?

- Они заняты не весь день, так как потом уезжают на учебу. Традиционно это пол дня, им платят заплату, потому что они уже являются сотрудниками. Оплата зависит от решения департамента. Здесь важно, что их берут под опеку старшие сотрудники, параллельно рассказывают и показывают, что на практике означает Deloitte, как мы работаем, какие у нас принципы. Это не презентационный режим, а полноценная работа. Смотрим, чтобы не было перегруза. Если сотрудник говорит, что нужно уделить больше времени на учебу, то уменьшаем занятость на проектах. Учеба у нас в приоритете всегда.

- Когда выбираете сотрудника, на что обычно смотрите?

- У нас есть наш традиционный бизнес - финансовый консалтинг, а есть новое ответвление, связанное с технологизацией и инновацией. И в корневом, и в новом, смотрим на компетенции, на мышление, на поведение, то есть на все, что связано с человеческо-профессиональными навыками. Но никто не убирает знания. Например, способность нестандартно мыслить для нас уже становится наравне важными, как и вуз. Откровенно, альма матер хорошо показывает уровень профессиональной грамотности. Действительно есть карта университетов в России с разной степенью профессионализма, скажем так. Но очень часто выстреливают «звездочки» вне зависимости от вуза. У нас есть сотрудники Alumni, которые ведут студентов из своих вузов, то есть свои негласные сообщества. Смотрим на вуз, при этом смотрим на персональные качества и компетенции.

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