Career preferences of young people in the Russian labor market: features of attracting HI-PO talents

Attracting talented employees in conditions of personnel shortage is a difficult task, the solution of which will allow companies to achieve success in the future. As a result of this study, it was revealed that the career preferences of Hi-Po talents differ from the career preferences of other applicants, therefore, specific tools and an individual value proposition are needed to attract them. In addition, the results confirmed that for Hi-Po talents, factors conditionally assigned to the motivational group are more important than factors conditionally assigned to the hygienic group. Especially important for Hi-Po talents were: the opportunity for training and development, the opportunity for career growth, the opportunity for self-realization, the opportunity to make decisions independently, etc. At the same time, Hi-Po talents have a higher level of expected financial reward: 12% higher than respondents who do not belong to the Hi-Po talent category. It was also found that Hi-Po talents were more likely to choose leadership programs as their first experience of interacting with an employer compared to other respondents. At the end of this work, recommendations are formulated. This can be used by companies to improve the process of attracting Hi-Po talent.