Career

How to Find and Hire Employees in Kazakhstan in 2025

February 3, 2025

Key Takeaways

Kazakhstan’s job market in 2025 is evolving, with a growing demand for tech, finance, and engineering professionals.
Top recruitment channels include online job portals like 9cv9, recruitment agencies, and social media hiring strategies.
Effective hiring strategies focus on employer branding, competitive salaries, and strong onboarding processes to retain top talent.

In 2025, Kazakhstan stands as one of the most dynamic and promising markets for businesses seeking to expand their operations in Central Asia.

As the country continues to solidify its position as an economic hub in the region, the demand for skilled professionals across various sectors has significantly increased.

For employers looking to find and hire employees in Kazakhstan, understanding the nuances of the local labor market and adapting to the country’s unique hiring practices is essential for attracting and retaining top talent.

Kazakhstan’s diverse workforce, coupled with its rapidly evolving economy, presents both challenges and opportunities for organizations aiming to recruit the best candidates.

The nation’s strategic location, rich natural resources, and investment in infrastructure have paved the way for booming industries such as oil and gas, IT, finance, and manufacturing.

These sectors, among others, are not only driving economic growth but also generating a high demand for specialized skills. Consequently, employers in 2025 must be prepared to compete for a shrinking pool of qualified workers while navigating the country’s distinctive cultural and legal environment.

To effectively recruit employees in Kazakhstan, businesses must grasp several key factors.

Local hiring practices, labor laws, and compensation expectations can differ greatly from those in other regions.

Moreover, the increasing emphasis on digital platforms and remote work has added complexity to the hiring process, as companies balance the benefits of local talent with the flexibility of international hiring.

Furthermore, Kazakhstan’s labor market is shaped by a combination of traditional practices and modern approaches to recruitment, such as the rise of online job portals, social media networking, and collaborations with educational institutions.

Whether you are an international company looking to tap into Kazakhstan’s skilled workforce or a local business aiming to expand your team, this guide will help you navigate the process of finding and hiring employees in Kazakhstan in 2025.

From understanding the country’s economic landscape and legal framework to utilizing the latest recruitment tools and strategies, this comprehensive guide will provide valuable insights on how to streamline your hiring process, attract the best candidates, and build a high-performing team that drives success in the Kazakhstani market.

Before we venture further into this article, we would like to share who we are and what we do.

About 9cv9

9cv9 is a business tech startup based in Singapore and Asia, with a strong presence all over the world.

With over nine years of startup and business experience, and being highly involved in connecting with thousands of companies and startups, the 9cv9 team has listed some important learning points in this overview of How to Find and Hire Employees in Kazakhstan in 2025.

If your company needs recruitment and headhunting services to hire top-quality employees, you can use 9cv9 headhunting and recruitment services to hire top talents and candidates. Find out more here, or send over an email to hello@9cv9.com.

Or just post 1 free job posting here at 9cv9 Hiring Portal in under 10 minutes.

How to Find and Hire Employees in Kazakhstan in 2025

Understanding the Kazakhstan Job Market in 2025
Key Considerations for Hiring in Kazakhstan
Top Channels for Sourcing Talent in Kazakhstan
The Recruitment Process in Kazakhstan: Step-by-Step
Hiring Remote vs. Local Employees in Kazakhstan
Building Employer Brand to Attract Top Talent
Onboarding and Retaining Employees in Kazakhstan
Future Hiring Trends in Kazakhstan

1. Understanding the Kazakhstan Job Market in 2025

In 2025, Kazakhstan’s job market is shaped by a rapidly evolving economic landscape and shifting demographic trends. Understanding these dynamics is essential for employers looking to recruit top talent in the country. From industry growth and sector demands to skills in high demand and educational influences, the Kazakhstan job market offers diverse opportunities and challenges.

1. Key Industries Driving Economic Growth

Kazakhstan’s economy is diverse, with several key sectors contributing to job creation and offering ample opportunities for skilled professionals. As of 2025, the following industries are particularly strong:

Oil and Gas
- Kazakhstan is rich in natural resources, with oil and gas accounting for a significant portion of the country’s GDP.
- Jobs in this sector range from engineers, geologists, and project managers to technicians and safety experts.
- Example: The Tengiz oil field, one of the world’s largest, continues to drive demand for specialized workers in engineering, logistics, and operations.
Information Technology (IT)
- The IT sector has seen rapid growth as Kazakhstan seeks to diversify its economy and attract investment in technology-driven industries.
- In-demand roles include software developers, cybersecurity experts, data analysts, and AI specialists.
- Example: Astana Hub, Kazakhstan’s technology park, has become a hotbed for tech startups, fueling demand for tech talent in the country.
Manufacturing and Construction
- Kazakhstan’s manufacturing sector, especially in machinery, chemicals, and steel production, has seen expansion in 2025.
- The construction industry continues to thrive with major infrastructure projects and urban development initiatives.
- Example: The development of the Nurly Zhol infrastructure program has resulted in significant demand for construction managers, civil engineers, and architects.
Agriculture and Agribusiness
- Agriculture remains an important part of Kazakhstan’s economy, with opportunities in both traditional farming and agribusiness technologies.
- Positions for agronomists, farm managers, and agricultural engineers are in demand.
- Example: Kazakhstan’s government has been investing in modernizing agricultural practices, creating job opportunities for those skilled in agritech.

2. Employment Trends and Demographics

Kazakhstan’s workforce is influenced by changing demographics, education systems, and the shifting needs of employers. Understanding these factors is critical for effective recruitment:

Youth Employment and Rising Talent
- Kazakhstan has a growing young population, with a large percentage of the workforce under 30.
- Universities and technical schools are producing a new generation of highly educated graduates ready to enter the job market.
- Example: The government’s focus on improving education standards, especially in STEM fields, has led to an increase in qualified candidates for technical roles in IT and engineering.
Increasing Female Workforce Participation
- Women’s participation in the workforce has increased significantly, especially in sectors such as education, healthcare, and business services.
- Employers should consider gender diversity in their recruitment strategies to meet evolving workplace expectations and comply with local regulations.
- Example: Women now represent a higher percentage of managerial positions in urban areas like Almaty and Nur-Sultan (Astana), particularly in the service and retail sectors.
Remote Work and Digital Nomads
- Remote work has become a growing trend in Kazakhstan, especially after the global pandemic of the early 2020s.
- Employers are increasingly hiring remote workers from both within and outside the country, particularly in tech, marketing, and consulting roles.
- Example: International companies based in Kazakhstan are adopting hybrid working models, enabling them to hire talent from the global workforce.

3. Skills in High Demand

The demand for skilled professionals varies across sectors, with certain technical and managerial skills being in particularly high demand in Kazakhstan.

Tech and IT Skills
- Software Development: Proficiency in programming languages such as Python, JavaScript, and Java is highly sought after.
- Cybersecurity: With an increase in cyber threats, demand for cybersecurity experts has surged.
- AI and Data Analytics: As businesses seek to harness big data and AI technologies, specialists in machine learning, data science, and AI development are in demand.
- Example: Companies in Kazakhstan’s growing fintech sector, such as Kaspi.kz, are looking for developers with expertise in blockchain and AI technology.
Engineering and Technical Expertise
- Petroleum Engineering: Due to Kazakhstan’s natural resource wealth, roles in the oil and gas industry, especially those in exploration and extraction, are in high demand.
- Mechanical and Electrical Engineering: As manufacturing and infrastructure projects grow, the need for engineers skilled in machinery, construction, and automation increases.
- Example: Kazakhstan’s largest refinery, Pavlodar Petrochemical Plant, regularly recruits engineers to support ongoing expansion and modernization efforts.
Management and Leadership Skills
- Leadership roles across various sectors require candidates with strong strategic thinking, project management, and team leadership abilities.
- Demand for management professionals in sectors like construction, manufacturing, and finance continues to rise.
- Example: The success of large-scale infrastructure projects like the “Smart City” initiatives in Nur-Sultan requires experienced project managers and senior executives.

4. Educational Influences on the Job Market

Kazakhstan’s education system plays a critical role in shaping the skills and qualifications of the workforce. Employers need to be aware of the country’s educational landscape when hiring.

Technical and Vocational Education
- Technical and vocational education institutions are key players in providing the practical skills needed for roles in engineering, manufacturing, and agriculture.
- Government initiatives are pushing for modernization in vocational education to ensure students graduate with market-relevant skills.
- Example: Programs like the “Bolashak” scholarship initiative have helped Kazakhstan produce a generation of highly skilled professionals who often return to the country to fill high-demand positions.
Higher Education and International Collaborations
- Kazakhstan’s universities are increasingly collaborating with foreign institutions to offer international-level qualifications in fields such as business, law, and engineering.
- Graduates from local universities are now better equipped to meet the global workforce’s needs, making them more competitive candidates.
- Example: Nazarbayev University, a partnership between Kazakhstan and global universities, provides top-tier education in STEM fields, with graduates sought after by both local and international employers.

5. Challenges Employers May Face

While Kazakhstan presents a wealth of opportunities for recruitment, businesses may also encounter challenges when hiring in the country:

Talent Shortages in Certain Sectors
- Despite the growing number of graduates, Kazakhstan still faces a shortage of highly skilled professionals in some specialized areas, particularly in technology and engineering.
- Example: The demand for data scientists and AI professionals is outpacing the supply of qualified candidates in Kazakhstan’s tech industry.
Competition for Talent
- With an expanding economy and a growing number of businesses, competition for top talent is fierce.
- Companies must offer competitive salaries and strong benefits packages to attract and retain the best candidates.
- Example: Large multinationals like Shell and Chevron compete with local companies for skilled engineers, offering attractive relocation and salary packages.

Conclusion

The job market in Kazakhstan in 2025 presents a blend of exciting opportunities and challenges. Employers who can effectively navigate these economic, demographic, and industry trends will be well-positioned to attract and retain top talent in the region. Understanding the key industries driving growth, the skills in demand, and the educational influences shaping the workforce will give businesses the strategic edge needed to thrive in Kazakhstan’s competitive labor market.

2. Key Considerations for Hiring in Kazakhstan

As businesses seek to hire employees in Kazakhstan in 2025, understanding the country’s unique employment laws, cultural nuances, and compensation expectations is crucial. The hiring process in Kazakhstan is shaped by various factors, including legal frameworks, work permits, salary expectations, and cultural preferences. This section will provide detailed insights into these key considerations to help employers streamline their recruitment process and avoid potential pitfalls.

1. Understanding Kazakhstan’s Employment Laws

Kazakhstan has a structured legal framework that governs employment practices. Employers must familiarize themselves with these laws to ensure compliance and avoid legal issues during recruitment.

Labor Code of Kazakhstan
- The Labor Code, which governs the rights and responsibilities of both employers and employees, is one of the most important documents for businesses in Kazakhstan.
- It outlines regulations related to working hours, employee benefits, workplace safety, termination of contracts, and dispute resolution.
- Employers must adhere to the labor code when setting employment contracts, offering benefits, and dealing with disputes.
- Example: Employers are required to provide paid leave, including annual vacation days, sick leave, and maternity leave, as stipulated in the Labor Code.
Termination and Severance Laws
- Kazakhstan’s labor laws include specific rules regarding employee termination. Employers must have valid reasons for dismissal, such as performance issues or downsizing.
- Severance pay is required for employees with more than 1 year of service, calculated based on their length of employment.
- Example: A company firing an employee for lack of performance must offer a severance package, including at least one month’s salary for every year of service.
Anti-Discrimination Laws
- The Kazakhstan Labor Code prohibits discrimination based on gender, age, ethnicity, and other factors.
- Employers must ensure that recruitment practices are inclusive and promote equal opportunities.
- Example: Discriminating against female employees or candidates in the hiring process can lead to penalties and lawsuits under Kazakhstan’s anti-discrimination laws.

2. Work Permits and Visa Requirements for Foreign Workers

For businesses hiring international talent or those planning to recruit foreign employees, understanding Kazakhstan’s work permit and visa regulations is essential.

Work Permits for Foreign Nationals
- Foreign nationals require a work permit to be employed in Kazakhstan. Employers must apply for this permit on behalf of their foreign employees.
- Work permits are typically granted for a period of 1 to 3 years, depending on the nature of the employment.
- Example: A tech company planning to hire an AI specialist from abroad must first apply for a work permit to ensure the employee can legally work in Kazakhstan.
Visa Requirements
- Foreign workers also need a visa to enter Kazakhstan for employment purposes. The visa process can be time-consuming and requires proper documentation.
- Companies should plan ahead to avoid delays and ensure their foreign employees are compliant with local regulations.
- Example: An international company hiring a software engineer from India will need to facilitate the visa process and ensure that the employee complies with Kazakhstan’s immigration laws.
Exemptions for Certain Professions
- Certain high-skill professions may be exempt from work permit requirements, especially if they are in industries experiencing significant talent shortages, like IT and oil and gas.
- Example: A senior engineer with rare expertise in the oil and gas industry may qualify for a work permit exemption under Kazakhstan’s foreign worker policies.

3. Compensation Expectations and Salary Benchmarks

Understanding local salary expectations and compensation trends is critical for attracting top talent in Kazakhstan. Offering competitive wages that align with market standards will help businesses attract skilled professionals and maintain a positive employer reputation.

Salary Expectations in 2025
- Salaries in Kazakhstan vary significantly depending on the industry, location, and the level of experience required for a position.
- Key industries such as IT, oil and gas, and finance tend to offer higher salaries compared to others.
- Example: The average salary for a software developer in Kazakhstan in 2025 is expected to be higher than that of a customer service representative due to the specialized skillset required.
Bonus Structures and Benefits
- Employers in Kazakhstan often offer additional perks such as annual bonuses, performance-based incentives, healthcare benefits, and paid leave.
- These benefits are an important part of the total compensation package and help employers remain competitive in the job market.
- Example: A large construction firm in Kazakhstan may offer project bonuses to employees working on major infrastructure projects to encourage performance and productivity.
Regional Variations in Salaries
- Salaries can vary based on the region of Kazakhstan. Larger cities such as Nur-Sultan (Astana) and Almaty offer higher salaries compared to smaller towns or rural areas.
- Example: A financial analyst working in Almaty may earn significantly more than one in Shymkent due to the concentration of international businesses and higher cost of living in Almaty.

4. Cultural Sensitivity and Workplace Etiquette

Cultural considerations play a significant role in Kazakhstan’s hiring process and workplace environment. Employers must understand and respect local customs to foster a positive working relationship with employees.

Importance of Hierarchy in the Workplace
- Kazakhstan’s business culture places a strong emphasis on hierarchy and respect for authority.
- Employees tend to respect their superiors and follow a clear chain of command.
- Example: Managers in Kazakhstan may be expected to provide clear instructions and guidance, as employees typically seek direction from those in senior positions.
Communication Style
- Communication in Kazakhstan can be more formal than in many Western countries, especially in professional settings.
- It’s important for employers to use formal titles and address colleagues respectfully.
- Example: When addressing a manager or senior colleague, it is customary to use titles such as “Mr.” or “Ms.” followed by their last name, rather than first names.
Gender Roles in the Workplace
- Although Kazakhstan is gradually moving towards gender equality, traditional gender roles can still influence workplace dynamics, particularly in more conservative areas.
- Employers should strive for an inclusive workplace culture and ensure that recruitment and promotion practices are fair and unbiased.
- Example: Women in leadership roles are becoming more common in major urban centers like Almaty, but in rural areas, employers may need to pay closer attention to ensuring equal opportunities for all genders.

5. Recruiting and Retaining Local Talent

When hiring within Kazakhstan, employers must be prepared to address local talent needs and offer opportunities for growth and development.

Local Talent Availability
- Kazakhstan boasts a well-educated workforce, with increasing numbers of graduates emerging from universities each year. However, there can still be gaps in highly specialized skill sets, particularly in fields like IT, data science, and engineering.
- Example: Companies in the IT sector may struggle to find qualified developers for certain programming languages, which creates competition among employers to attract the few skilled candidates available.
Investment in Employee Development
- Employees in Kazakhstan expect opportunities for personal and professional development. Offering training programs, skill-building workshops, and career advancement options is essential for employee retention.
- Example: A company in the oil and gas sector may offer technical certifications to its engineers to help them stay competitive in the industry and increase job satisfaction.
Job Stability and Benefits
- Kazakhstan’s employees highly value job stability and long-term employment opportunities. Companies offering permanent contracts and additional benefits such as retirement plans or health insurance will be more attractive to top talent.
- Example: A multinational corporation with a strong reputation for job security and excellent benefits packages is more likely to attract skilled candidates than one with short-term contracts or minimal employee perks.

6. Managing Compliance and Record-Keeping

Employers must ensure that all aspects of employment comply with Kazakhstan’s labor laws, including proper documentation and record-keeping.

Employment Contracts and Documentation
- In Kazakhstan, written employment contracts are mandatory for all employees. These contracts must include specific terms such as salary, job duties, and working hours.
- Example: An employer hiring a foreign employee in Kazakhstan must ensure the employment contract is in accordance with both local labor laws and the work permit requirements.
Tax and Social Security Contributions
- Employers are responsible for ensuring that tax and social security contributions are paid on behalf of their employees. This includes deductions for pension contributions, social security, and income tax.
- Example: A foreign company hiring local employees must ensure they register with Kazakhstan’s tax authority and remit all required social security contributions on time.

Conclusion

Hiring employees in Kazakhstan in 2025 requires a comprehensive understanding of the country’s legal landscape, work permit requirements, compensation expectations, and cultural nuances. By navigating these considerations effectively, businesses can attract top talent, build a positive work environment, and ensure compliance with local regulations. Tailoring recruitment strategies to Kazakhstan’s unique employment ecosystem will be key to hiring and retaining skilled professionals in this growing market.

3. Top Channels for Sourcing Talent in Kazakhstan

When recruiting in Kazakhstan in 2025, companies need to explore a variety of channels to identify and attract the best talent available. The employment landscape in Kazakhstan is diverse, and employers must consider both traditional methods and innovative strategies to source candidates effectively. This section will explore the top channels for sourcing talent, including online job portals, recruitment agencies, social media, and local networks. Special mention will also be made of 9cv9 Job Portal and 9cv9 Recruitment Agency, which have become key players in helping employers navigate the talent pool in Kazakhstan.

1. Online Job Portals

Job portals remain one of the most popular and efficient ways to source talent in Kazakhstan. These platforms help companies reach a wide range of candidates, from entry-level professionals to executives. They are easy to use, cost-effective, and allow for targeted recruitment based on job skills, experience, and location.

9cv9 Job Portal
- 9cv9 Job Portal is a leading online recruitment platform in Kazakhstan, connecting businesses with high-quality candidates across various industries. The portal allows employers to post job openings, browse CVs, and reach a large pool of job seekers.
- Wide Reach and Specialization
  - The portal serves a broad audience, attracting both local and international talent in diverse sectors, including IT, engineering, finance, and more.
  - It offers specialized filters for narrowing down searches, making it easier for employers to find candidates with specific skills and qualifications.
- Example: A technology company looking for a qualified software engineer can use 9cv9 Job Portal to access a curated list of candidates who meet precise technical requirements.
Kazakhstan’s Leading Job Portals
- In addition to 9cv9, other popular job portals like HeadHunter Kazakhstan and hh.kz also provide a platform for employers to connect with potential candidates. These sites offer features like resume databases, job postings, and advanced search filters to match candidates with job openings.
- Example: A large multinational firm may use hh.kz to attract a wide range of candidates for a finance position, leveraging the portal’s extensive local reach.

2. Recruitment Agencies

For companies that want to streamline the hiring process, partnering with a recruitment agency can be a valuable strategy. Recruitment agencies provide expert knowledge of the local job market, handle sourcing and screening, and often have access to a network of pre-vetted candidates.

9cv9 Recruitment Agency
- 9cv9 Recruitment Agency is one of Kazakhstan’s most prominent recruitment agencies, specializing in helping businesses hire top talent efficiently. The agency assists companies across multiple industries by providing comprehensive services, from candidate sourcing to final placements.
- Expertise in Local and International Recruitment
  - 9cv9 Recruitment Agency has in-depth knowledge of the Kazakhstan labor market and can help businesses navigate cultural and legal considerations when hiring.
  - The agency also facilitates the hiring of foreign talent by assisting with work permits and ensuring compliance with Kazakhstan’s immigration laws.
- Example: A manufacturing company expanding its operations in Kazakhstan may partner with 9cv9 Recruitment Agency to quickly source skilled engineers with experience in local operations while also ensuring compliance with local labor laws.
Specialized Agencies for High-Demand Sectors
- Recruitment agencies specializing in particular sectors, such as IT, oil and gas, or finance, are invaluable resources for companies hiring in niche markets.
- Agencies can help businesses locate hard-to-find talent in high-demand industries by utilizing their network and industry-specific knowledge.
- Example: An oil and gas company in Kazakhstan may partner with an agency that specializes in energy sector talent to find experienced professionals who meet the unique demands of the industry.

3. Social Media Platforms

Social media is increasingly becoming a critical tool for sourcing talent, allowing companies to engage with passive candidates and promote their employer brand. Platforms like LinkedIn, Facebook, and Instagram have transformed recruitment by enabling businesses to showcase their culture and connect with candidates directly.

LinkedIn
- LinkedIn remains one of the top professional networking sites globally, and Kazakhstan is no exception. Companies can use LinkedIn to search for candidates, post job openings, and build a network of potential hires.
- Example: A company in Kazakhstan may use LinkedIn to find marketing professionals by searching for individuals with specific skills in digital marketing or content creation.
- InMail and Paid Ads
  - LinkedIn offers features like InMail and sponsored job posts to reach a targeted audience of professionals who may not be actively seeking a job but could be interested in new opportunities.
  - Example: A tech firm could use LinkedIn’s advanced search and advertising tools to target developers with experience in AI, even if they’re not actively looking for new opportunities.
Facebook and Instagram
- While Facebook and Instagram are often associated with personal connections, they can be effective tools for recruiting as well, especially in industries like retail, hospitality, and creative fields.
- Example: A company in Kazakhstan looking to hire a local team for a retail outlet might use Instagram and Facebook ads to target potential candidates in specific regions.

4. Job Fairs and Career Events

Job fairs and career events provide a direct and interactive approach to sourcing talent. They are an excellent opportunity for employers to meet prospective candidates face-to-face and assess cultural fit and interpersonal skills.

Kazakhstan Job Fairs
- Kazakhstan hosts numerous job fairs and career events throughout the year, including major cities like Almaty and Nur-Sultan (Astana). These events gather a wide range of employers and job seekers in one place, making it easier to network and find qualified candidates.
- Example: A multinational corporation may participate in a career fair at a local university to recruit young graduates in fields like engineering or business management.
University Career Services
- Many universities in Kazakhstan offer career services and host recruitment events where employers can meet talented students and recent graduates.
- Example: A company seeking fresh talent may partner with a local university’s career center to participate in a recruitment event aimed at graduates with technical skills.

5. Local Networking and Referrals

Networking and referrals play a key role in sourcing talent in Kazakhstan. Local networks, including industry associations, business chambers, and professional groups, can be valuable sources for finding qualified candidates.

Professional Associations
- Kazakhstan has various industry-specific professional associations that can help employers connect with highly skilled talent. These associations often hold events and provide directories of qualified professionals.
- Example: The Kazakhstan Association of IT Professionals could be a valuable resource for a company looking to hire software developers or IT experts.
Employee Referrals
- Employee referral programs are an effective way to tap into existing staff networks. Employees can recommend individuals they believe are qualified for open roles, ensuring that the candidate already has some level of trust and reliability.
- Example: A large telecommunications company in Kazakhstan might incentivize its current employees to refer skilled network engineers for an open position.

6. Local Talent Pools and University Graduates

Kazakhstan has a well-educated workforce with an increasing number of graduates emerging from its universities. Employers should explore partnerships with universities and technical institutions to tap into this talent pool.

University Recruitment Programs
- Many universities in Kazakhstan offer tailored recruitment programs where employers can participate in career days, mentorship programs, and internship opportunities. These programs allow employers to build a pipeline of future employees.
- Example: A financial services firm may collaborate with Kazakhstan’s top universities to offer internships, helping them identify potential future hires while providing students with valuable industry experience.
Technical and Vocational Education
- Kazakhstan also has a robust technical education system that produces skilled workers in sectors such as engineering, manufacturing, and construction. Employers can partner with vocational schools to recruit skilled blue-collar workers for their businesses.
- Example: A manufacturing company could hire graduates from a technical college in Kazakhstan specializing in mechanical engineering or industrial design.

7. Local Headhunters and Executive Search Firms

For hiring senior-level executives or specialized talent, headhunters and executive search firms are indispensable. These professionals have an extensive network and specialize in locating high-level candidates for roles that require unique expertise.

Kazakhstan Executive Search Firms
- Executive search firms focus on finding leadership talent and candidates for specialized positions in senior management, board members, and high-level specialists.
- Example: A multinational company looking for a CEO with specific experience in Kazakhstan’s oil and gas industry may engage a local executive search firm to help with the recruitment process.

Conclusion

In Kazakhstan, sourcing talent in 2025 requires a diverse approach to recruitment, utilizing a combination of job portals, recruitment agencies, social media platforms, networking, and partnerships with local educational institutions. Using a multi-channel strategy allows businesses to reach a broad spectrum of candidates while ensuring they can access both general and specialized talent. 9cv9 Job Portal and 9cv9 Recruitment Agency are standout resources in the Kazakhstan recruitment landscape, helping businesses source top-quality talent quickly and effectively. By leveraging these channels, companies can find the right employees who fit both their immediate needs and long-term strategic goals.

4. The Recruitment Process in Kazakhstan: Step-by-Step

Hiring the right talent in Kazakhstan requires a structured and well-planned recruitment process. As the job market evolves, businesses must adopt efficient hiring practices that align with local labor laws, industry standards, and candidate expectations. The recruitment process in Kazakhstan in 2025 involves multiple stages, from defining the job requirements to onboarding the selected candidate. Below is a detailed step-by-step guide outlining the essential stages of hiring in Kazakhstan, with relevant examples where applicable.

Step 1: Identifying Workforce Needs and Job Requirements

Before initiating the hiring process, companies must clearly define their workforce needs and job requirements. This step ensures that the recruitment efforts are focused on attracting the most suitable candidates.

Conducting a Workforce Analysis
- Assess current workforce capabilities and identify skill gaps.
- Determine whether the hiring need is for a new position or a replacement role.
- Example: A technology firm expanding its operations in Almaty may analyze its workforce and realize the need to hire more software developers with expertise in AI and data science.
Defining Job Roles and Responsibilities
- Clearly outline the job title, responsibilities, required skills, experience level, and salary range.
- Include expectations for cultural fit and career growth opportunities.
- Example: A multinational bank in Kazakhstan seeking a risk analyst will define job responsibilities such as risk assessment, financial analysis, and regulatory compliance.

Step 2: Choosing the Right Recruitment Channels

Kazakhstan offers multiple channels for sourcing talent. Employers must select the right platforms based on the industry, job level, and skill requirements.

Online Job Portals
- 9cv9 Job Portal, hh.kz, and LinkedIn are popular platforms for posting job vacancies.
- These portals allow employers to access a broad talent pool and filter candidates based on qualifications.
- Example: An IT company looking for remote software engineers might use 9cv9 Job Portal to attract candidates with specific technical expertise.
Recruitment Agencies
- 9cv9 Recruitment Agency and other specialized firms help companies find top talent through tailored hiring solutions.
- They handle candidate screening, assessments, and negotiations on behalf of employers.
- Example: A pharmaceutical company needing highly specialized medical researchers might rely on a recruitment agency to source candidates with niche expertise.
Social Media and Networking
- LinkedIn, Facebook, and Telegram groups are increasingly used for recruitment in Kazakhstan.
- Employers can post job ads, interact with potential candidates, and leverage employee networks for referrals.
- Example: A digital marketing agency may use Instagram and LinkedIn ads to attract creative professionals.

Step 3: Screening and Shortlisting Candidates

Once applications are received, employers must filter and shortlist the most suitable candidates based on pre-defined criteria.

Initial Application Screening
- Review resumes and cover letters to ensure candidates meet minimum qualifications.
- Use applicant tracking systems (ATS) to automate and streamline the process.
- Example: A logistics company hiring a supply chain manager may filter applications based on experience with SAP software.
Conducting Pre-Employment Assessments
- Use skill-based tests to evaluate candidates’ technical and cognitive abilities.
- Assessments may include programming tests for IT roles, case studies for finance roles, or language proficiency tests for international positions.
- Example: A fintech startup may require candidates for a data analyst position to complete a data visualization test.
Checking References and Background Verification
- Verify employment history, educational qualifications, and references.
- Conduct background checks to ensure compliance with company policies and industry regulations.
- Example: A bank hiring a senior financial analyst may check past employment records to confirm the candidate’s experience in risk management.

Step 4: Conducting Interviews

Interviews are a critical stage in the hiring process, allowing employers to assess candidates’ skills, cultural fit, and career aspirations.

Phone or Video Interviews (Initial Screening)
- Conduct brief phone or video interviews to evaluate communication skills and initial compatibility.
- Discuss salary expectations, availability, and career goals.
- Example: A manufacturing firm may conduct a 15-minute phone interview to assess a candidate’s knowledge of production processes before inviting them for a face-to-face interview.
Technical and Behavioral Interviews
- Use structured interview questions to assess problem-solving skills and job-specific knowledge.
- Behavioral interviews help determine how candidates handle workplace challenges.
- Example: A project manager candidate may be asked to describe a situation where they had to handle a project delay and the steps they took to resolve it.
Panel or Final Interviews
- Senior management and department heads participate in the final interview round.
- This stage includes salary negotiations and discussions about job expectations.
- Example: A corporate law firm hiring a legal consultant may have a panel of senior lawyers evaluating the candidate’s expertise in regulatory compliance.

Step 5: Extending the Job Offer and Negotiation

After identifying the right candidate, employers must finalize the offer details and negotiate terms.

Preparing the Employment Offer
- Include salary, benefits, work schedule, probation period, and other key terms.
- Ensure compliance with Kazakhstan’s labor laws regarding employment contracts.
- Example: An HR team may draft a contract for a newly hired sales executive outlining base salary, commission structure, and probation period conditions.
Negotiating Salary and Benefits
- Candidates may negotiate compensation, additional benefits, or remote work flexibility.
- Employers should offer competitive packages to attract and retain top talent.
- Example: An IT developer may request additional stock options or a higher relocation allowance.

Step 6: Onboarding and Integration

A structured onboarding process helps new employees transition smoothly into the company and enhances retention rates.

Employee Orientation Programs
- Introduce company culture, mission, and policies.
- Provide initial training sessions and assign mentors for new hires.
- Example: A retail company may offer an orientation program where new employees undergo customer service training and learn about the company’s product line.
Work Permit and Visa Processing (For Foreign Hires)
- Employers hiring foreign workers must secure the necessary work permits and comply with Kazakhstan’s immigration laws.
- Example: A multinational company hiring an expatriate executive from Europe may work with legal experts to facilitate work permit processing.
Setting Performance Goals and Evaluation Metrics
- Define key performance indicators (KPIs) and expected outcomes.
- Schedule periodic performance reviews and feedback sessions.
- Example: A software development company may set quarterly performance goals for new programmers to track their coding efficiency and project contributions.

Step 7: Retention and Employee Development

To ensure long-term success, companies should invest in employee engagement, training, and career development programs.

Continuous Learning and Upskilling
- Provide access to online courses, workshops, and certifications.
- Encourage employees to stay updated with industry trends.
- Example: A finance firm may sponsor CFA certification programs for its analysts.
Work-Life Balance and Wellness Programs
- Offer flexible work arrangements, mental health support, and wellness benefits.
- Example: A tech company may implement a hybrid work model to improve employee satisfaction and retention.
Career Growth and Internal Promotions
- Establish a clear career progression path for employees.
- Offer leadership training and mentorship programs.
- Example: A hospitality chain may promote internal staff to managerial roles after structured leadership training.

Conclusion

The recruitment process in Kazakhstan in 2025 requires a strategic, well-structured approach to attract, hire, and retain top talent. From identifying workforce needs to onboarding employees, each stage plays a crucial role in ensuring a successful hiring process. By leveraging 9cv9 Job Portal, 9cv9 Recruitment Agency, and other effective hiring channels, employers can streamline their recruitment efforts and secure the best candidates for their organizations.

5. Hiring Remote vs. Local Employees in Kazakhstan

As Kazakhstan’s job market evolves, companies must decide whether to hire remote employees, local talent, or a hybrid workforce. Each approach offers distinct advantages and challenges, influenced by industry trends, labor laws, technological infrastructure, and business needs. In 2025, with growing digitalization and globalization, companies are increasingly exploring remote work while also leveraging local expertise. This section provides a detailed comparison between hiring remote and local employees in Kazakhstan, covering key factors such as cost, productivity, legal compliance, and cultural considerations.

1. Advantages of Hiring Local Employees in Kazakhstan

Hiring locally provides businesses with a workforce that understands the market, culture, and regulatory environment. It is particularly beneficial for companies that require direct customer interaction, compliance with local laws, or physical presence in Kazakhstan.

a) Better Understanding of Local Market and Culture

Local employees have firsthand knowledge of the Kazakh market, business etiquette, and consumer behavior.
They can communicate effectively in Kazakh, Russian, and English, which is crucial for local and international business operations.
Example: A retail business expanding in Almaty benefits from hiring local sales staff who understand customer preferences and cultural nuances.

b) Easier Legal and Compliance Processes

Hiring local employees ensures straightforward compliance with Kazakhstan’s labor laws, including tax regulations, social security, and employee benefits.
No need for additional work permits or visa sponsorship, reducing administrative burden.
Example: A construction firm hiring local engineers avoids work permit delays and adheres to Kazakhstan’s safety regulations.

c) Stronger Team Collaboration and Office Presence

Local employees contribute to a company’s office culture, promoting collaboration and engagement.
In-person meetings, training sessions, and team-building activities enhance workplace cohesion.
Example: A financial services firm in Nur-Sultan (Astana) benefits from having an in-office team to manage sensitive transactions securely.

d) Faster Onboarding and Training

Hiring locally allows for quicker onboarding, as employees are familiar with workplace expectations and the local business environment.
Companies can offer on-site training programs, reducing dependence on virtual learning.
Example: A manufacturing company hiring machine operators can conduct hands-on training more effectively than with remote employees.

e) Government Incentives for Local Hiring

The Kazakh government provides tax incentives and funding programs for businesses that hire local workers.
Some industries receive subsidies for training and upskilling local talent.
Example: A tech startup in Kazakhstan hiring local IT specialists may qualify for government grants supporting workforce development.

2. Advantages of Hiring Remote Employees in Kazakhstan

Remote hiring enables companies to tap into a broader talent pool, reduce operational costs, and offer flexible work arrangements. With advancements in digital communication, many businesses now operate effectively with distributed teams.

a) Access to a Larger Talent Pool

Companies can hire top talent from any city in Kazakhstan (Almaty, Nur-Sultan, Shymkent, etc.), removing geographic restrictions.
Expands opportunities to hire skilled professionals who prefer remote work due to lifestyle or personal preferences.
Example: A software development company can recruit skilled programmers from smaller cities like Aktobe, reducing dependency on major urban centers.

b) Cost Savings on Office Space and Overhead

Eliminates expenses related to office space, utilities, and in-office perks.
Reduces costs for commuting allowances, relocation packages, and physical infrastructure.
Example: A digital marketing agency operating remotely saves money on office rent and invests more in employee benefits and technology.

c) Increased Employee Productivity and Satisfaction

Many professionals prefer remote work for better work-life balance, leading to increased job satisfaction.
Studies indicate that remote employees often have higher productivity levels due to fewer office distractions.
Example: A customer support company using remote agents across Kazakhstan ensures 24/7 availability without additional office expenses.

d) Scalability and Flexibility

Easier to scale operations quickly by hiring remote professionals without expanding office infrastructure.
Businesses can hire freelancers or contract employees for short-term projects.
Example: A startup launching an AI-driven app can temporarily hire remote UX designers to optimize user experience without long-term commitments.

e) Environmentally Friendly and Sustainable Approach

Reduces carbon footprint by minimizing commuting and office energy consumption.
Aligns with corporate social responsibility (CSR) initiatives and sustainability goals.
Example: A multinational firm embracing remote work improves its eco-friendly image by reducing employee travel.

3. Challenges of Hiring Local Employees

While hiring locally has many advantages, businesses may encounter certain challenges:

Higher Salary Expectations
- Employees in major cities like Almaty and Nur-Sultan may demand higher salaries compared to remote workers in smaller towns.
Limited Availability of Niche Skills
- Some specialized roles (e.g., AI engineers, blockchain developers) may have a shortage of qualified professionals within Kazakhstan.
Office Space and Operational Costs
- Maintaining an office involves additional expenses such as rent, utilities, and workplace amenities.

4. Challenges of Hiring Remote Employees

Despite its flexibility, remote hiring also presents unique challenges:

Communication and Collaboration Barriers
- Time zone differences and connectivity issues can disrupt workflow.
- Teams may require strong project management tools like Slack, Trello, or Asana to stay aligned.
Security and Data Protection Risks
- Handling confidential business information remotely requires robust cybersecurity measures.
- Companies must implement VPNs, encrypted communication, and remote work policies.
Difficulty in Monitoring Employee Performance
- Tracking remote employees’ productivity may be harder than in-office supervision.
- Solutions include productivity tracking software (e.g., Hubstaff, Time Doctor) and setting clear KPIs.

5. Which Hiring Approach is Best for Your Business?

Choosing between local and remote hiring depends on business needs, industry type, and operational strategy. Below are key considerations for decision-making:

a) Best Situations for Hiring Local Employees

Businesses requiring in-person customer interaction (e.g., hospitality, retail, healthcare).
Companies subject to strict local regulations or security concerns.
Organizations prioritizing team collaboration and workplace culture.

b) Best Situations for Hiring Remote Employees

Businesses looking to cut costs on office expenses while maintaining efficiency.
Companies that require specialized tech talent not available locally.
Organizations operating in digital-based industries (e.g., IT, marketing, customer service).

6. Hybrid Work Model: The Best of Both Worlds

Many companies in Kazakhstan are adopting hybrid work models, combining in-office and remote work.

Employees work 2-3 days remotely and attend the office for key meetings and collaborations.
Example: A fintech company allows software developers to work remotely while requiring managers to attend weekly in-office strategy meetings.

Conclusion

The choice between hiring remote vs. local employees in Kazakhstan in 2025 depends on a company’s industry, operational needs, and long-term strategy. Local employees bring cultural awareness, easier compliance, and stronger team dynamics, while remote hiring offers cost savings, flexibility, and access to a broader talent pool. By leveraging a hybrid approach, businesses can maximize the benefits of both models while minimizing drawbacks.

6. Building Employer Brand to Attract Top Talent

In 2025, Kazakhstan’s job market is becoming increasingly competitive, with businesses vying for the best talent across industries. A strong employer brand is a key factor in attracting and retaining skilled professionals. It enhances a company’s reputation, improves candidate engagement, and ensures long-term business success. Companies in Kazakhstan must focus on building an employer brand that showcases their workplace culture, values, and growth opportunities.

This section explores effective strategies for building a compelling employer brand, with practical examples relevant to the Kazakh job market.

1. Understanding Employer Branding in Kazakhstan

Employer branding refers to the company’s reputation as an employer and how it is perceived by current and potential employees.

a) Why Employer Branding Matters in 2025

Competitive Job Market: With growing foreign investments and expanding industries, companies must differentiate themselves to attract top talent.
Changing Workforce Expectations: Millennials and Gen Z professionals prioritize work culture, flexibility, and career growth.
Impact on Hiring Costs: A strong employer brand reduces recruitment costs and improves retention rates.
Example: A tech startup in Almaty that builds a reputation for innovation and employee well-being attracts highly skilled software developers.

2. Defining Your Employer Value Proposition (EVP)

Your Employer Value Proposition (EVP) is the core message that communicates what makes your company a great place to work.

a) Key Components of a Strong EVP

Company Culture: How employees collaborate, innovate, and grow within the organization.
Career Development Opportunities: Training programs, promotions, and professional growth support.
Work-Life Balance: Flexible hours, remote work options, and wellness programs.
Compensation & Benefits: Competitive salaries, bonuses, health insurance, and other perks.
Diversity & Inclusion: A welcoming environment for employees from various backgrounds.
Example: A multinational company in Kazakhstan emphasizes its global career growth opportunities to attract high-potential candidates.

b) Customizing EVP for the Kazakh Workforce

Highlight career stability and benefits, as Kazakh professionals value long-term security.
Offer language support (Kazakh, Russian, English) to attract bilingual professionals.
Example: A bank in Nur-Sultan (Astana) promotes its stable work environment and growth opportunities for young graduates.

3. Strengthening Online Presence and Employer Reputation

A strong digital presence is essential for employer branding, as job seekers research potential employers online before applying.

a) Optimizing Career Pages and Websites

Create a dedicated careers section showcasing company values, testimonials, and job openings.
Use SEO-optimized job descriptions to improve search engine rankings.
Feature video testimonials from employees sharing their experiences.
Example: A logistics company updates its career page with interactive content highlighting workplace diversity.

b) Leveraging Social Media for Branding

Post engaging content on LinkedIn, Facebook, Instagram, and Telegram.
Share behind-the-scenes workplace culture, employee success stories, and industry insights.
Use LinkedIn Employer Branding Tools to reach professionals in Kazakhstan.
Example: A fintech startup in Kazakhstan shares “Day in the Life” videos of employees working on innovative projects.

c) Managing Online Employer Reputation

Actively respond to employee reviews on Glassdoor, 9cv9 Job Portal, and Indeed.
Address both positive and negative feedback professionally.
Encourage employees to leave authentic reviews about their work experience.
Example: A retail company in Almaty improves its Glassdoor ratings by responding to employee concerns transparently.

4. Enhancing Workplace Culture and Employee Experience

A positive workplace culture significantly impacts employer branding and employee retention.

a) Creating a Supportive Work Environment

Foster a culture of openness, inclusion, and collaboration.
Offer flexible work arrangements to accommodate work-life balance.
Encourage leadership to be approachable and supportive.
Example: A healthcare company in Kazakhstan introduces flexible shifts for nurses to reduce burnout.

b) Employee Engagement and Recognition Programs

Implement employee recognition programs to reward top performers.
Offer mentorship and leadership training for career development.
Encourage employee feedback through engagement surveys and implement necessary changes.
Example: A telecommunications company in Nur-Sultan launches a quarterly “Employee of the Month” program.

c) Wellness and Work-Life Balance Initiatives

Provide health and wellness programs, including gym memberships and mental health support.
Promote team-building activities and company retreats.
Example: A tech company in Almaty offers weekly yoga sessions to promote employee well-being.

5. Building Talent Pipelines Through Universities and Internships

Collaborating with educational institutions helps companies build a long-term talent pipeline.

a) Partnering with Universities and Colleges

Conduct career fairs, workshops, and guest lectures at top universities in Kazakhstan.
Offer scholarships and training programs for students in relevant fields.
Example: An engineering firm partners with Kazakh-British Technical University to recruit fresh graduates.

b) Developing Internship and Graduate Programs

Provide structured internship programs with mentorship opportunities.
Convert high-performing interns into full-time employees.
Example: A digital marketing agency in Kazakhstan offers a 6-month internship program with potential full-time employment.

6. Leveraging Employee Advocacy for Branding

Employees can be the best ambassadors for your company by sharing their experiences.

a) Encouraging Employees to Share on Social Media

Create employee-generated content campaigns where employees share work experiences.
Use hashtags and branded templates to boost engagement.
Example: A hospitality company in Kazakhstan encourages employees to share positive workplace moments using a company hashtag.

b) Implementing Referral Programs

Offer incentives for employees who refer qualified candidates.
Promote referral programs through internal communication channels.
Example: A fintech company in Kazakhstan offers bonuses for employees who successfully refer software engineers.

7. Engaging with the Kazakh Job Market and Recruitment Agencies

Working with recruitment agencies helps expand employer branding efforts.

a) Partnering with 9cv9 Job Portal and 9cv9 Recruitment Agency

9cv9 Job Portal helps businesses reach top candidates through targeted job postings.
9cv9 Recruitment Agency provides expertise in finding skilled professionals and promoting employer brand awareness.
Example: A multinational IT company in Kazakhstan uses 9cv9’s recruitment services to attract AI and machine learning specialists.

b) Attending Career Fairs and Networking Events

Participate in local and international job fairs to engage with job seekers.
Showcase company culture through booths, presentations, and networking sessions.
Example: A manufacturing company in Kazakhstan exhibits at an annual job fair to attract mechanical engineers.

8. Measuring and Improving Employer Branding Efforts

Tracking employer branding performance helps refine strategies and maintain a competitive edge.

a) Key Employer Branding Metrics to Monitor

Employee Retention Rates: Higher retention indicates a positive workplace culture.
Application Rates: Increase in job applications signals strong employer branding.
Social Media Engagement: Track likes, shares, and comments on branding posts.
Example: A financial services firm analyzes LinkedIn engagement rates to measure branding success.

b) Collecting Feedback from Employees and Candidates

Conduct exit interviews to understand why employees leave.
Gather feedback from new hires about their recruitment experience.
Example: A retail company implements an onboarding survey to improve the hiring experience.

Conclusion

Employer branding is a powerful tool for attracting and retaining top talent in Kazakhstan’s competitive job market. By defining a compelling EVP, strengthening online presence, fostering workplace culture, and leveraging recruitment agencies like 9cv9, companies can build a strong employer reputation. A well-established employer brand not only helps businesses secure the best talent but also ensures long-term organizational growth and success.

7. Onboarding and Retaining Employees in Kazakhstan

Employee onboarding and retention are crucial for business success in Kazakhstan’s evolving job market. A well-structured onboarding process ensures new hires integrate seamlessly into the organization, boosting engagement and productivity. Meanwhile, effective retention strategies help companies reduce turnover and build a loyal, high-performing workforce.

With increased competition for top talent, companies in Kazakhstan must focus on structured onboarding programs, employee engagement initiatives, and workplace benefits to enhance job satisfaction and long-term commitment.

This section explores best practices for onboarding and retaining employees in Kazakhstan in 2025, including relevant examples.

1. Importance of Onboarding and Retention in Kazakhstan

a) Why Onboarding and Retention Matter

Reduces Employee Turnover: A well-planned onboarding experience leads to higher job satisfaction and longer tenure.
Boosts Productivity: Employees who undergo structured onboarding adapt faster and contribute more efficiently.
Enhances Employer Branding: Companies known for strong onboarding and retention attract more qualified candidates.
Example: A logistics company in Almaty reduced turnover by 25% after implementing a structured onboarding and mentoring program.

b) Challenges in Employee Retention in Kazakhstan

Salary Expectations: Competitive compensation is necessary to retain skilled professionals.
Workplace Culture Issues: Employees value inclusive and engaging work environments.
Lack of Career Growth: Without development opportunities, employees seek better prospects elsewhere.
Example: A fintech startup in Nur-Sultan (Astana) struggled with high turnover until introducing career development programs.

2. Structuring an Effective Onboarding Program

A successful onboarding program should cover everything from administrative tasks to cultural integration.

a) Pre-Onboarding Preparations

Welcome Email: Send a warm welcome with an introduction to company culture.
IT Setup: Ensure laptops, email accounts, and necessary software are ready.
HR Documentation: Prepare employment contracts, tax forms, and benefits information.
Example: A multinational IT firm in Kazakhstan assigns an HR coordinator to guide new hires before their first day.

b) First Day and Week Onboarding Plan

Company Introduction: Overview of history, mission, vision, and organizational structure.
Team Introductions: Assign mentors or buddies for smoother integration.
Office Tour (if onsite): Show key locations like meeting rooms, cafeteria, and recreational spaces.
Training Sessions: Provide initial training on job roles, tools, and compliance guidelines.
Example: A healthcare provider in Almaty organizes a “Welcome Day” where new employees meet executives and participate in team-building activities.

c) First 30-90 Days: Ongoing Training and Integration

Clear Role Expectations: Define key performance indicators (KPIs) and responsibilities.
Soft Skills Development: Encourage communication and teamwork workshops.
Regular Check-Ins: Schedule meetings with managers to address challenges.
Employee Feedback Collection: Use surveys to understand new hire experience.
Example: A Kazakh telecom company found that employees who received continuous support during the first three months stayed 40% longer.

3. Enhancing Employee Engagement for Long-Term Retention

Engaged employees are more productive and committed to company success.

a) Building a Positive Workplace Culture

Promote Inclusivity: Encourage diversity and equal opportunities.
Recognize Employee Contributions: Implement appreciation and awards programs.
Encourage Team Collaboration: Organize team outings and social events.
Example: An energy company in Kazakhstan improved engagement by hosting quarterly cultural appreciation events.

b) Career Development and Growth Opportunities

Training and Upskilling: Provide access to courses, workshops, and certifications.
Internal Mobility: Offer promotions and cross-departmental opportunities.
Mentorship Programs: Pair employees with experienced leaders for guidance.
Example: A retail chain in Kazakhstan retains employees by offering managerial training programs for internal promotions.

c) Employee Wellness and Work-Life Balance

Flexible Work Arrangements: Remote work and hybrid models increase satisfaction.
Mental Health Support: Offer counseling services and stress management programs.
Health and Wellness Benefits: Provide gym memberships, wellness programs, and comprehensive health insurance.
Example: A tech startup in Kazakhstan introduced flexible hours, resulting in improved employee well-being and performance.

4. Leveraging Technology for Better Onboarding and Retention

a) Using HR Tech and AI-Powered Onboarding Tools

Automated Onboarding Systems: Platforms like 9cv9 Job Portal streamline hiring and document processing.
AI-Based Training Modules: Personalized training programs enhance learning experiences.
Example: A finance company in Kazakhstan uses an AI-powered chatbot to guide new hires through the onboarding process.

b) Digital Collaboration and Communication Tools

Slack, Microsoft Teams, and Zoom: Facilitate seamless remote communication.
Project Management Platforms: Trello, Asana, and Monday.com help employees manage tasks efficiently.
Example: A consulting firm in Kazakhstan ensures seamless onboarding by using virtual collaboration tools for remote hires.

5. Competitive Compensation and Benefits to Retain Employees

a) Offering Competitive Salaries and Bonuses

Market-Competitive Pay: Benchmark salaries against industry standards.
Performance-Based Bonuses: Incentives encourage employees to excel.
Stock Options and Profit Sharing: Attractive benefits for long-term commitment.
Example: A tech company in Almaty reduced attrition by implementing an annual bonus system based on performance.

b) Providing Additional Employee Perks

Transportation and Housing Assistance: Helps retain employees in high-cost cities.
Childcare Support: On-site daycare or childcare subsidies for working parents.
Educational Assistance: Tuition reimbursement for further education.
Example: A pharmaceutical company in Kazakhstan retains employees by covering education costs for professional certifications.

6. Encouraging Employee Advocacy and Workplace Involvement

a) Employee Referral Programs

Offer Incentives for Referrals: Bonuses for referring qualified candidates.
Build a Culture of Internal Hiring: Promote from within whenever possible.
Example: A logistics firm in Kazakhstan increased retention by rewarding employees for referring successful hires.

b) Encouraging Employee-Led Initiatives

Employee Resource Groups (ERGs): Support communities within the workplace.
Volunteer and CSR Programs: Strengthen company values and social impact.
Example: A banking institution in Kazakhstan created an employee-led sustainability program, increasing job satisfaction.

7. Exit Interviews and Continuous Improvement

a) Conducting Effective Exit Interviews

Identify Reasons for Leaving: Gain insights into workplace challenges.
Analyze Patterns in Turnover: Address frequent issues causing resignations.
Improve Future Retention Strategies: Implement feedback-driven changes.
Example: A hotel chain in Kazakhstan improved retention by adjusting salary structures based on exit interview feedback.

b) Building a Rehiring Strategy

Keep in Touch with Former Employees: Maintain relationships with skilled ex-employees.
Offer Alumni Programs: Provide networking opportunities and potential rehiring.
Example: A digital marketing firm in Kazakhstan successfully rehired past employees by offering improved benefits.

Conclusion

In 2025, companies in Kazakhstan must prioritize structured onboarding and strategic retention initiatives to stay competitive in the job market. By leveraging technology, strong workplace culture, competitive benefits, and career development programs, businesses can create a thriving workforce.

Collaborating with platforms like 9cv9 Job Portal and 9cv9 Recruitment Agency ensures businesses attract and retain top talent efficiently. An investment in onboarding and employee engagement today guarantees long-term business success and sustainability.

8. Future Hiring Trends in Kazakhstan

Kazakhstan’s job market is evolving rapidly due to economic shifts, digital transformation, and changing workforce expectations. In 2025, companies must stay ahead by adapting to new hiring trends, leveraging technology, and meeting employee expectations. Businesses that align their recruitment strategies with these emerging trends will attract and retain top talent more effectively.

This section explores the key hiring trends shaping Kazakhstan’s employment landscape in 2025, offering insights and examples to help businesses optimize their talent acquisition strategies.

1. Digital Transformation and AI-Driven Hiring

The adoption of AI and automation is reshaping recruitment, making the hiring process faster, more data-driven, and cost-effective.

a) AI-Powered Recruitment Platforms

Automated Resume Screening: AI tools analyze thousands of resumes in seconds, identifying top candidates.
Predictive Analytics for Hiring: AI predicts candidate success based on past performance data.
Example: Companies using AI-driven hiring platforms like 9cv9 Job Portal can match candidates to roles with higher accuracy.

b) AI Chatbots and Virtual Recruiters

24/7 Candidate Engagement: AI chatbots answer applicant queries, schedule interviews, and assess initial suitability.
Improved Candidate Experience: Faster response times enhance job seekers’ impressions of the company.
Example: A fintech startup in Almaty reduced hiring time by 30% using an AI chatbot for pre-screening applicants.

c) Video Interviews and AI-Based Assessments

Automated Video Analysis: AI evaluates facial expressions, tone, and confidence in video interviews.
Remote Hiring Made Easy: Companies can assess candidates efficiently without requiring in-person meetings.
Example: A multinational firm in Kazakhstan conducts AI-powered video assessments to shortlist candidates for managerial positions.

2. Rise of Remote and Hybrid Work Models

Flexible work arrangements are becoming the new normal, reshaping how companies hire and manage employees.

a) Increased Demand for Remote Talent

Access to Global Workforce: Employers in Kazakhstan can hire international professionals without relocation.
Cost Savings for Companies: Reduces office space and overhead costs.
Example: An IT company in Nur-Sultan (Astana) expanded its workforce by hiring remote developers from neighboring countries.

b) Hybrid Work as a Standard Model

Office + Remote Work Balance: Employees prefer flexibility in work location.
Increased Productivity: Studies show hybrid workers are more engaged and perform better.
Example: Large corporations in Kazakhstan are redesigning office spaces to accommodate flexible working styles.

c) Adoption of Remote Work Policies

Clear Guidelines for Work-from-Home: Structured remote work policies prevent miscommunication.
Cybersecurity and Remote Access: Companies invest in secure VPNs and cloud collaboration tools.
Example: A Kazakh energy firm introduced secure digital infrastructure to support a hybrid workforce.

3. Growth of the Gig Economy and Freelance Workforce

More professionals in Kazakhstan are choosing freelancing and contract work, creating a shift in hiring strategies.

a) Increase in Freelance and Project-Based Hiring

Short-Term Talent Acquisition: Companies hire experts for specific projects rather than full-time roles.
Lower Hiring Costs: Businesses save on salaries and benefits while accessing specialized skills.
Example: A digital marketing agency in Almaty hires freelance designers and content writers for campaign-based work.

b) Expansion of Online Freelance Platforms

Rise of Freelance Marketplaces: More Kazakhstani professionals join platforms like Upwork, Fiverr, and local alternatives.
Companies Source Talent On-Demand: Employers post jobs and connect with freelancers instantly.
Example: Startups in Kazakhstan frequently use local freelance job boards to find cost-effective talent.

c) Legal and Tax Implications for Freelancers

Government Regulations on Gig Work: Kazakhstan is introducing laws to regulate freelancer taxation and benefits.
More Companies Offer Contracts to Freelancers: Ensuring compliance with labor laws.
Example: A consulting firm in Kazakhstan works with freelance specialists under short-term contracts to comply with local tax laws.

4. Skills-Based Hiring and Upskilling Initiatives

Employers are shifting focus from degrees and experience to skills-based hiring, ensuring the workforce is adaptable and future-ready.

a) Rise of Skills Over Degrees

Hiring Based on Competencies: Employers prioritize technical and soft skills over formal education.
Skills Assessments in Recruitment: Practical tests replace traditional interviews for some roles.
Example: Tech companies in Kazakhstan hire software engineers based on coding challenges rather than university degrees.

b) Investment in Employee Upskilling and Reskilling

Companies Provide Training Programs: Internal training ensures employees remain competitive.
Online Learning Platforms Integration: Partnerships with Coursera, Udemy, and LinkedIn Learning.
Example: A telecommunications company in Kazakhstan upskilled its workforce in AI and data analytics through online courses.

c) Demand for Multilingual and Cross-Cultural Skills

English and Chinese Language Proficiency: Essential for global trade and international business.
Cultural Awareness Training: Businesses educate employees on global market dynamics.
Example: Export-oriented companies in Kazakhstan prioritize hiring bilingual candidates to manage foreign client relationships.

5. Employer Branding and Candidate Experience Focus

Companies that build a strong employer brand will attract top talent more effectively in Kazakhstan’s competitive job market.

a) Enhancing Employer Reputation Online

Strong Social Media Presence: Companies showcase work culture on LinkedIn, Instagram, and YouTube.
Employee Testimonials and Reviews: Positive reviews on job platforms attract candidates.
Example: Large Kazakh corporations actively engage on LinkedIn to highlight employee success stories.

b) Personalized and Transparent Hiring Process

Quick Application Process: Reducing long application steps improves candidate experience.
Clear Job Descriptions and Salary Transparency: Helps build trust with applicants.
Example: Companies using 9cv9 Recruitment Agency ensure well-defined job roles, attracting more qualified candidates.

c) Competitive Benefits to Attract Talent

Flexible Work Benefits: Hybrid models, mental health days, and wellness programs.
Financial Perks: Performance bonuses, stock options, and pension plans.
Example: A leading e-commerce company in Kazakhstan introduced student loan repayment benefits to attract younger employees.

6. Diversity, Equity, and Inclusion (DEI) in Hiring

Companies in Kazakhstan are prioritizing diverse hiring practices to foster inclusive workplaces.

a) Gender Equality and Women in Leadership

More Women in STEM and Leadership Roles: Companies focus on gender balance in hiring.
Diversity Hiring Initiatives: Programs support female professionals in male-dominated industries.
Example: A major bank in Kazakhstan launched a women’s leadership mentorship program.

b) Hiring People with Disabilities

Inclusive Workplace Policies: Offices are becoming more accessible.
Remote Work Opportunities for Disabled Professionals: Expanding job accessibility.
Example: A Kazakh HR firm created a job board exclusively for disabled professionals.

c) Focus on Youth and Emerging Talent

Internship and Apprenticeship Programs: Companies partner with universities for talent pipelines.
Support for Fresh Graduates: More entry-level roles and training opportunities.
Example: A multinational in Kazakhstan runs a graduate program that transitions interns into full-time employees.

Conclusion

The hiring landscape in Kazakhstan in 2025 is evolving with AI-driven recruitment, remote work adoption, skills-based hiring, and a stronger focus on employer branding and DEI initiatives. Companies that adapt to these trends will attract top talent and maintain a competitive advantage.

Businesses can leverage platforms like 9cv9 Job Portal and 9cv9 Recruitment Agency to streamline hiring, source skilled candidates, and stay ahead in Kazakhstan’s dynamic job market.

Conclusion

As Kazakhstan’s job market continues to evolve in 2025, businesses must adopt a strategic, technology-driven, and culturally adaptive approach to hiring. The competition for top talent is intensifying, driven by factors such as digital transformation, remote work adoption, skills-based hiring, and the gig economy. Employers that leverage modern recruitment methods, build strong employer brands, and align their hiring practices with emerging workforce trends will be best positioned to attract and retain high-quality employees.

This guide has explored the essential steps for finding and hiring employees in Kazakhstan, from understanding the job market and navigating legal requirements to leveraging AI-powered recruitment tools and optimizing employer branding. Below is a comprehensive summary of key takeaways and best practices to ensure success in talent acquisition in Kazakhstan in 2025.

1. Understanding the Evolving Job Market in Kazakhstan

Economic Growth and Sector Expansion: Industries like IT, fintech, logistics, and renewable energy are booming, increasing demand for skilled professionals.
Talent Shortage in Specific Sectors: Companies need to upskill employees or attract foreign talent to fill key positions.
Example: The Kazakh IT industry has seen a surge in demand for software engineers and AI specialists, prompting businesses to offer competitive salaries and benefits.

2. Leveraging Modern Recruitment Methods

To streamline hiring and reach the best candidates, businesses should embrace advanced recruitment strategies:

a) AI and Automation in Hiring

AI-powered recruitment platforms: Speed up resume screening and improve hiring accuracy.
Chatbots and automated interviews: Provide instant responses and pre-screen applicants efficiently.
Example: Companies using AI-driven hiring tools like 9cv9 Job Portal reduce their recruitment time by 40%.

b) Data-Driven Recruitment and Predictive Hiring

Analytics-based hiring decisions: Use historical data to forecast a candidate’s success in a role.
Job market insights: Employers analyze trends to offer competitive salaries and benefits.

c) Digital Job Portals and Online Networking

Utilizing professional networks: LinkedIn, 9cv9, and Kazakh job boards help businesses connect with talent.
Example: A fintech startup in Almaty successfully hired 10 software developers via targeted job board advertisements and LinkedIn outreach.

3. Employer Branding as a Competitive Advantage

Strong company reputation attracts top talent: Job seekers prioritize companies with a positive work culture, strong leadership, and career growth opportunities.
Engagement on social media: Companies that actively showcase their culture on platforms like LinkedIn, Instagram, and YouTube attract more applicants.
Example: Large corporations like Kazakhtelecom and Air Astana frequently highlight their employees’ success stories to boost employer branding.

4. Adapting to the Remote and Hybrid Work Trends

Remote hiring expands the talent pool: Companies are increasingly hiring freelancers and international professionals for specialized roles.
Hybrid work boosts employee satisfaction: Employees seek flexible work options, improving retention rates.
Example: Many IT firms in Nur-Sultan (Astana) now operate on a hybrid model, attracting both local and international talent.

5. Compliance with Legal and Regulatory Requirements

Understanding labor laws: Employers must comply with Kazakhstan’s tax policies, employee contracts, and visa regulations for foreign hires.
Work permits for expatriates: Businesses hiring international workers need to follow Kazakhstan’s immigration laws and quota systems.
Example: A multinational company hiring foreign executives ensures compliance by partnering with local HR and legal firms.

6. Emphasizing Skills-Based Hiring and Employee Development

Shift from degree-based hiring to skills-based recruitment: Companies prioritize technical expertise, problem-solving abilities, and adaptability over formal education.
Upskilling and reskilling initiatives: Businesses invest in online training programs, in-house workshops, and AI learning platforms to keep employees competitive.
Example: Large corporations in Kazakhstan offer funded certifications and AI-powered learning platforms to upskill their workforce.

7. Employee Retention: The Key to Sustainable Hiring Success

Finding the right talent is only half the battle—retaining employees through competitive benefits, career growth opportunities, and a positive work culture is equally critical.

a) Competitive Compensation and Benefits

Attractive salary packages: Offering above-market compensation to secure top talent.
Flexible benefits: Health insurance, performance bonuses, and wellness programs enhance job satisfaction.

b) Strong Onboarding Process

Engaging new hires immediately: Structured onboarding ensures employees feel valued from day one.
Example: A leading logistics company in Kazakhstan reduced employee turnover by 25% through an interactive onboarding experience.

c) Career Growth and Internal Mobility

Providing leadership opportunities: Employees are more likely to stay if they see career progression.
Example: A top financial institution offers a career development program, leading to higher retention rates.

Final Thoughts: The Future of Hiring in Kazakhstan

The Kazakh job market in 2025 presents both opportunities and challenges for businesses looking to hire skilled professionals. Companies that stay ahead of recruitment trends, leverage AI-driven hiring tools, prioritize employer branding, and adapt to hybrid work models will gain a competitive edge.

To successfully find and hire employees in Kazakhstan, businesses must:
Utilize AI and automation for fast and accurate recruitment.
Offer flexible work arrangements to meet the expectations of modern job seekers.
Focus on skills-based hiring and invest in upskilling programs.
Enhance employer branding to attract top talent.
Comply with labor laws to ensure smooth and legal hiring processes.

By following these strategies and best practices, companies can not only attract highly qualified professionals but also foster a productive, engaged, and future-ready workforce in Kazakhstan’s dynamic economy.

For businesses looking to streamline their hiring process, platforms like 9cv9 Recruitment Agency provide expert guidance, ensuring companies find the right talent efficiently and effectively in 2025 and beyond.

If you find this article useful, why not share it with your hiring manager and C-level suite friends and also leave a nice comment below?

We, at the 9cv9 Research Team, strive to bring the latest and most meaningful data, guides, and statistics to your doorstep.

To get access to top-quality guides, click over to 9cv9 Blog.

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Key Takeaways

About 9cv9

How to Find and Hire Employees in Kazakhstan in 2025

1. Understanding the Kazakhstan Job Market in 2025

1. Key Industries Driving Economic Growth

2. Employment Trends and Demographics

3. Skills in High Demand

4. Educational Influences on the Job Market

5. Challenges Employers May Face

Conclusion

2. Key Considerations for Hiring in Kazakhstan

1. Understanding Kazakhstan’s Employment Laws

2. Work Permits and Visa Requirements for Foreign Workers

3. Compensation Expectations and Salary Benchmarks

4. Cultural Sensitivity and Workplace Etiquette

5. Recruiting and Retaining Local Talent

6. Managing Compliance and Record-Keeping

Conclusion

3. Top Channels for Sourcing Talent in Kazakhstan

1. Online Job Portals

2. Recruitment Agencies

3. Social Media Platforms

4. Job Fairs and Career Events

5. Local Networking and Referrals

6. Local Talent Pools and University Graduates

7. Local Headhunters and Executive Search Firms

Conclusion

4. The Recruitment Process in Kazakhstan: Step-by-Step

Step 1: Identifying Workforce Needs and Job Requirements

Step 2: Choosing the Right Recruitment Channels

Step 3: Screening and Shortlisting Candidates

Step 4: Conducting Interviews

Step 5: Extending the Job Offer and Negotiation

Step 6: Onboarding and Integration

Step 7: Retention and Employee Development

Conclusion

5. Hiring Remote vs. Local Employees in Kazakhstan

1. Advantages of Hiring Local Employees in Kazakhstan

a) Better Understanding of Local Market and Culture

b) Easier Legal and Compliance Processes

c) Stronger Team Collaboration and Office Presence

d) Faster Onboarding and Training

e) Government Incentives for Local Hiring

2. Advantages of Hiring Remote Employees in Kazakhstan

a) Access to a Larger Talent Pool

b) Cost Savings on Office Space and Overhead

c) Increased Employee Productivity and Satisfaction

d) Scalability and Flexibility

e) Environmentally Friendly and Sustainable Approach

3. Challenges of Hiring Local Employees

4. Challenges of Hiring Remote Employees

5. Which Hiring Approach is Best for Your Business?

a) Best Situations for Hiring Local Employees

b) Best Situations for Hiring Remote Employees

6. Hybrid Work Model: The Best of Both Worlds

Conclusion

6. Building Employer Brand to Attract Top Talent

1. Understanding Employer Branding in Kazakhstan

a) Why Employer Branding Matters in 2025

2. Defining Your Employer Value Proposition (EVP)

a) Key Components of a Strong EVP

b) Customizing EVP for the Kazakh Workforce

3. Strengthening Online Presence and Employer Reputation

a) Optimizing Career Pages and Websites

b) Leveraging Social Media for Branding

c) Managing Online Employer Reputation

4. Enhancing Workplace Culture and Employee Experience

a) Creating a Supportive Work Environment

b) Employee Engagement and Recognition Programs

c) Wellness and Work-Life Balance Initiatives

5. Building Talent Pipelines Through Universities and Internships

a) Partnering with Universities and Colleges

b) Developing Internship and Graduate Programs

6. Leveraging Employee Advocacy for Branding

a) Encouraging Employees to Share on Social Media

b) Implementing Referral Programs