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Professional looking at value features of highly qualified employees
Intensifying the “war for talents”, digitalization of the economy and labor migration led to the structural transformation of recruitment as a business process. In the modern world, organizations want to attract the most competent and experienced persons (highly qualified employees and employees with high potential), who can cope with different tasks, requiring professionalism and responsibility. But the main problem in attracting professionals is the lack of they availability in the job market. The present research aimed to estimate the value features of highly qualified employees based on their preferences in choosing an organization for employment. To be clear, the we hypothesized that different categories of highly qualified employees have differences in value features. Summarizing our preliminary findings, we can conclude that there are some basic tendencies in the value features of highly qualified employees.
Specialists with different level of qualification self-assessments have significant differences in values. Achievements and hedonism are more important for people with the high qualification self-assessment. Benevolence is more important for people with the low qualification self-assessment. Organizational preferences of highly qualified specialists are concentrated around such characteristics as remuneration, specification, relationships, meaning, freedom and challenge.
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