Pomogaeva K.Yu., Brovchenko E.A.Published in:
Russian Journal of Labor Economics
– Volume 5, Number 3 (July-September 2018)

JEL classification: J21, J23, J24

Keywords: generation Z, high-tech company, internship recruitment, young specialists internship, young specialists' management


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Abstract:

The relevance of this article is based on the change of labor resources generations and on the high speed of the high-tech companies development. The algorithm used for generation Z applicants' recruitment for the internships in the high-tech companies tested in the company X and the results of its development are presented in the article. To reason the introduction of this algorithm, the evaluation of the internship importance for young specialists (generation Z representatives) was conducted; the advantages and disadvantages of the internships in high-tech companies for interns and organizations were examined on the basis of Company X.

Highlights:

1. The existing methods of intern's recruitment to the high-tech companies don't provide complex evaluation of the candidate's competency and qualities.
2. Internships are a useful communication channel, but the unstructured recruitment leads to the big money and time consumption.
3. The authors suggest a recruitment algorithm which consists of four steps (full time and online). The algorithm reduces the interaction with unmotivated and incompetent students.
4. The algorithm developed by the authors suggests a multistage approach that enhances the quality of the interns.
5. The introduction of the algorithm has reduced HR specialists' occupation in a high-tech biotechnological company X by 8.5.
6. The existing methods of intern's recruitment to the high-tech companies don't provide complex evaluation of the candidate's competency and qualities.
7. Internships are a useful communication channel, but the unstructured recruitment leads to the big money and time consumption.
8. The authors suggest a recruitment algorithm which consists of four steps (full time and online). The algorithm reduces the interaction with unmotivated and incompetent students.
9. The algorithm developed by the authors suggests a multistage approach that enhances the quality of the interns.
10. The introduction of the algorithm has reduced HR specialists' occupation in a high-tech biotechnological company X by 8.5.

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References:
Evnevich M.A. (2006). Osobennosti upravleniya personalom v intellektualnyh i tvorcheskikh organizatsiyakh [Features of personnel management in intellectual and creative organizations]. Upravlenie razvitiem personala. (3). 184-189. (in Russian).
Galynchik T.A. (2017). Razvitie personala v usloviyakh ekonomiki znaniy [Staff development in the knowledge economy]. Scientific and methodical electronic journal Concept. (S1). 21-24. (in Russian).
Shamis E., Nikitinsk, N., Kachurina P. (2016). Generation theory in HR practice: text mining for talent managment case ACM international conference proceeding series.