Year of Graduation
Practices of Attraction and Selection of Talented Employees
Human Resource Management
The scientific relevance of this reasearch is that both Russian and world scholars have paid little attention to the topic of talent attraction and selection yet. This paper aims to identify the features of talent attraction and selection practices, in accordance with both talent categories and the industry type (knowledge economy or traditional industries). The qualitative research was used as a framework, and the data was collected through 20 semi-structured with HR-specialists from both knowledge economy and traditional companies. It was concluded that all companies, whose talent management system was focused only on internal talent pool, belong to traditional industries. Interestingly, a latent talent categorization was a popular case for foreign companies, which was not true for Russian ones. Also, the author proposes three types of talent selection systems: mono-architecture with universal practices for all talents; a multi-architecture with differentiated selection practices and a flexible architecture with individual set of practices for each position. It turned out that the application of flexible architecture and multi-architecture are the features of knowledge economy. The conducted qualitative research seems to be the basis for further quantitative and longitudinal qualitative research that will establish causal relationships between the use of talent attraction and selection practices and the contextual talent management factors.