Recruitment Channels Research Articles

Senior officials of the Presidential Administration of Russia: recruitment channels and career

Senior officials of the Presidential Administration of Russia: recruitment channels and career

Untreated pathological gamblers: who recovers and who does not?

ABSTRACT Most individuals with a lifetime history of pathological gambling (PGs) overcome their gambling problems without formal help. Little is known about factors associated with recovery in gamblers without treatment. The aim of this study was to examine associations of psychiatric comorbidity and social conditions with remission among untreated PGs. Two recruitment channels (population-based and self-referred) were used to obtain a nation-wide sample from Germany. The sample included 118 PGs with no prior experience of help-seeking for gambling problems who received a clinical interview to assess psychiatric comorbidity, severity of disorder, social pressure, social support, and life satisfaction. Of the 118 PGs, 46.6% were recovered. Compared to current PGs, recovered PGs were older and had suffered from significantly more adverse consequences prior to recovery (OR: 1.18, CI: 1.04–1.33, p = .008). Additionally, they had experienced less social support (OR: 0.97, CI: 0.94–1.00, p = .027). No differences in terms of the number of DSM-IV criteria, financial loss, gambling intensity, and duration were found. Moreover, psychiatric disorders did not differ between groups. Untreated recovery from gambling may be independent of the severity of PG and psychiatric comorbidity. Social support might have an attenuating effect on the consequences of PG and therefore might reduce the perceived need for change.

Incubator specialization and size: Divergent paths towards operational scale

Research on incubators show that size is important in achieving efficiency and networking benefits for clients. However, little research has focused on what factors influence incubator size. We theorize and show partial support for size benefits to incubator specialization. Analyses of the relationship between size and four distinct specialization strategies in a sample of 96 European incubators show that incubator size is positively related to a strategic focus on universities and research institutes as recruitment channels and to a focus on sustainability, but unrelated to industry focus. Incubator size was found to be negatively related to a regional focus. While sustainability focused incubators tended to not find recruitment challenging, paradoxically, among those who did, the most frequently reported challenges were related to finding tenants that focus on sustainability. Post-hoc analyses revealed that tenants with a focus other than sustainability often dominate sustainability-oriented incubators, suggesting that sustainability may be more of a legitimating strategy than an explicit selection criterion.

Recruitment Channels of the Highest Administrative Elite of Russia

Elites have traditionally played a significant role in the development of society and the state, which was recognised by researchers regardless of their shared political views and preferences regarding political systems . In this regard, the author paid particular attention to the recruitment of elites, their renewal, the mechanisms of their formation . In the context of the Russian political system, where all significant changes are traditionally implemented “from the top”, this issue is particularly relevant . Against the background of the ineffectiveness of democratic mechanisms designed to form vertical channels of elite renewal, the responsibility for maintaining its viability and efficiency falls on the Russian elite itself . This study examines the channels of recruitment of the highest administrative elite . Based on the results of their research, the author concluded there exists the predominance of the bureaucratic channel of recruitment, namely the experience of working in a senior position in public authorities as the primary way of forming the Russian administrative elite . The author has drawn attention to the prevalence of managerial experience in a commercial or state-owned company . It is particularly pronounced in government agencies that closely interact with business in the framework of their activities . Besides, there is an extremely low prevalence among the representatives of the highest administrative elite of winners of management competitions and graduates of management reserve training programs, which indicates a slight impact at present of new recruitment mechanisms on the formation of the highest layer of managers in Russia .

HOW CAN IMPROVING EMPLOYMENT PROSPECTS OF UNEMPLOYED OLDER WORKERS BE EXPLAINED?

Until recently employment prospects of older workers have been rather poor. In recent years, however, the duration of unemployment among older workers has diminished, meaning that older workers are more frequently hired by employers. Changing employment prospects of older workers are no doubt framed by a decrease in overall unemployment. The aim of this paper, however, is to shed light on the emergence of new inclusive mechanisms by answering three interrelated research questions: (1) where are the job openings for unemployed seniors? (2) How have unemployed seniors been recruited? (3) Why do companies hire older workers. Using Denmark as a test case findings show that job openings are rather frequent in branches with tight labor markets and that characteristics of companies and management are important; for instance, the older the average age of management the higher the inclination to hire unemployed older workers. Findings furthermore show that mouth-to-mouth recommendation and the internet are the most used recruitment channels, while the public employment service is less used. Finally, findings show that qualification, stability and experience are the most reported reasons as to why employers hire unemployed older workers are. The paper is based on a survey with 2,525 valid respondents, response rate: 25.

Research on Motivation of Transferring Secondary Vocational School Teachers from Enterprises

Under the paradigm of qualitative research, we explored the process and reasons for the nine technologists to abandon the high-paying positions of the company to enter the middle-level teachers. Based on the interview data, we used the rooted theory to establish the motivation for the transfer of the transferred teachers. The study found that “reasons of separation” and “individual needs” are the two main categories that constitute “transfer motivation”; “transfer motivation” under the influence of “preconditions”, “catalytic factors” and “obstructive factors” and “teacher occupation” The advantage “matches; if the match is successful, the idea of “deciding to become a secondary school teacher” is generated and put into action. Through cross-case analysis, it outlined the career transition profile of the transferred teachers, including the “family fulfillment” type, which is driven by “free time”, the “start another stove” type, which is driven by “burnout”, and is dominated by “personal ideals” motivated “long-term planned” type. Based on the results of this research, we proposed to contract and recruit enterprise technical talents in secondary vocational schools, and propose the cooperation channel between schools and enterprises as the recruitment channel, and establish the support policy and salary incentive system strategy for enterprise personnel.

Application Research of KNN Algorithm Based on Clustering in Big Data Talent Demand Information Classification

With the growth of massive data in the current mobile Internet, network recruitment is gradually growing into a new recruitment channel. How to effectively mine available information in the massive network recruitment data has become the technical bottleneck of current education and social supply and demand development. The renewal of talent demand information is carried out every day, which produces a large amount of text data. How to manage these talents’ demand information reasonably becomes more and more important. Artificial classification is time-consuming and laborious, which is unrealistic naturally. Therefore, using automatic text categorization technology to classify and manage this information becomes particularly important. To break through the bottleneck of this technology, a heuristic KNN text categorization algorithm based on ABC (artificial bee colony) is proposed to adjust the weight of features, and the similarity between test observation and training observation is measured by using the method of fuzzy distance measurement. Firstly, the recruitment information is segmented and feature selection and noise data elimination are carried out by using term frequency-inverse document frequency (TF-IDF) algorithm and AP (affinity propagation) clustering algorithm. Finally, the text information is classified by using KNN algorithm combined with heuristic search and fuzzy distance measurement. The experimental results show that this method effectively solves the problem of poor stability and low classification accuracy of traditional KNN algorithm in text categorization method for talent demand.

Valuation and Matching: A Conventionalist Explanation of Labor Markets by Firms’ Recruitment Channels

In line with the conventionalist works on recruitment and intermediation in the labor market, this article argues that, in order to shape uncertainty about the quality of matching, recruitment channels used by firms rely on “investments in forms.” The first investment corresponds to the definition of the boundaries of the labor market (i.e., the outline of the labor supply from the firm’s point of view); the second one corresponds to the format of information (i.e., the “standard” or “personalized” language used by channels to convey information). The firm’s resort to a given channel is explained by its internal organization and its valuation of what is a good applicant (depending on its “labor quality convention”). By crossing-over the two types of investment in forms, we distinguish four matching dynamics. Each type of dynamics is illustrated by examples coming from a qualitative survey of recruitment practices in four French service oriented sectors.

Cost-effectiveness of individual internet-based and face-to-face Mindfulness-Based Cognitive Therapy compared to treatment as usual in reducing psychological distress in cancer patients

Web-based behavioral interventions for substance use are being developed at a rapid pace, yet there is a dearth of information regarding the most effective methods for recruiting participants into web-based intervention trials. In this paper, we describe our successful recruitment of participants into a pilot trial of web-based Acceptance and Commitment Therapy (ACT) for smoking cessation and compare traditional and web-based methods of recruitment in terms of their effects on baseline participant characteristics, association with study retention and treatment outcome, yield, and cost-effectiveness. Over a 10-week period starting June 15, 2010, we recruited 222 smokers for a web-based smoking cessation study using a variety of recruitment methods. The largest portion of randomized participants were recruited through Google AdWords (36%), followed by medical Internet media (23%), standard media (14%), word of mouth (12%), broadcast emails (11%), and social media (6%). Recruitment source was not related to baseline participant characteristics, 3-month data retention, or 30-day point prevalence smoking abstinence at the 3-month outcome assessment. Cost per randomized participant ranged from $5.27/participant for word of mouth to $172.76/participant for social media, with a mean cost of $42.48/participant. Our diversified approach to recruitment, including both traditional and web-based methods, enabled timely enrollment of participants into the study. Because there was no evidence of a substantive difference in baseline characteristics, retention, or outcomes based on recruitment channel, the yield and cost-effectiveness of recruitment methods may be the more critical considerations in developing a feasible recruitment plan for a web-based smoking cessation intervention study.

Dissemination of an Internet-Based Program for the Prevention and Early Intervention in Eating Disorders.

Objective: Research on the dissemination of e-mental health interventions is in an early stage, so that little is known about the reach, costs, participant characteristics, and patterns of program utilization associated with different recruitment strategies and access paths. This study investigated differences between user groups informed about an Internet-based program for the prevention and early intervention in eating disorders via different recruitment channels. Method: Participant characteristics and user behavior of 3548 participants in the Internet-based program ProYouth were analyzed. Participants were informed about ProYouth via different channels (e. g., print materials, high school, Internet). Results: Results indicate significant relationships between access paths and both user characteristics and program utilization. Participants who were informed about ProYouth at their high schools were more likely to be male, younger, and at lower risk of developing eating disorders. In contrast, other recruitment channels (e. g., Internet, print materials) resulted in participants with significantly higher risk and symptom levels who used the program more frequently and with higher intensity. Conclusion: Efforts aimed at the dissemination of Internet-based interventions should consider the effects that different recruitment channels and access paths may have on sample composition and utilization of the intervention.

Clinical Trial Recruitment and Retention of College Students with Type 1 Diabetes via Social Media: An Implementation Case Study.

We sought to quantify the efficiency and acceptability of Internet-based recruitment for engaging an especially hard-to-reach cohort (college-students with type 1 diabetes, T1D) and to describe the approach used for implementing a health-related trial entirely online using off-the-shelf tools inclusive of participant safety and validity concerns. We recruited youth (ages 17-25 years) with T1D via a variety of social media platforms and other outreach channels. We quantified response rate and participant characteristics across channels with engagement metrics tracked via Google Analytics and participant survey data. We developed decision rules to identify invalid (duplicative/false) records (N = 89) and compared them to valid cases (N = 138). Facebook was the highest yield recruitment source; demographics differed by platform. Invalid records were prevalent; invalid records were more likely to be recruited from Twitter or Instagram and differed from valid cases across most demographics. Valid cases closely resembled characteristics obtained from Google Analytics and from prior data on platform user-base. Retention was high, with complete follow-up for 88.4%. There were no safety concerns and participants reported high acceptability for future recruitment via social media. We demonstrate that recruitment of college students with T1D into a longitudinal intervention trial via social media is feasible, efficient, acceptable, and yields a sample representative of the user-base from which they were drawn. Given observed differences in characteristics across recruitment channels, recruiting across multiple platforms is recommended to optimize sample diversity. Trial implementation, engagement tracking, and retention are feasible with off-the-shelf tools using preexisting platforms.

Talent Attraction through Online Recruitment Websites: Application of Web 2.0 Technologies

Talent attraction is one of the major challenges for HR managers. With the rise of online recruitment channels, the number of applicants for a given job vacancy have increased substantially. In addition, the time taken in finding the right talent from the huge pool of applications has increased significantly, adding up to the hiring cycle. In today’s competitive labour market, employers need to highlight their brand image to prospective job-seekers, so that there is higher chance of recruiting the best talent that fits their manpower requirement. In this paper, an attempt is made in investigating that to what extent web 2.0 technologies such as podcasts, blogs and online employee testimonials may enhance the employer's brand value in the eyes of employed professionals. A multi-group moderated mediation analysis is conducted with 361 working professionals who are active online recruitment platform users. The analysis helps establish the effect of the perceived quality and credibility of career websites on job-seekers’ perception about the employer and on their subsequent application intention. The findings reveal positive effect of video podcasts and realistic employee testimonials presented through third party blogs on job-seekers’ perceived quality and credibility of the job advertisement. This phenomenon is reflected in their heightened attraction for the employer and eventual intention to apply for jobs at the firm.

Soil health pilot study in England: Outcomes from an on-farm earthworm survey.

Earthworms are primary candidates for national soil health monitoring as they are ecosystem engineers that benefit both food production and ecosystem services associated with soil security. Supporting farmers to monitor soil health could help to achieve the policy aspiration of sustainable soils by 2030 in England; however, little is known about how to overcome participation barriers, appropriate methodologies (practical, cost-effective, usefulness) or training needs. This paper presents the results from a pilot #60minworms study which mobilised farmers to assess over >1300 ha farmland soils in spring 2018. The results interpretation framework is based on the presence of earthworms from each of the three ecological groups at each observation (20 x 20 cm x 20 cm pit) and spatially across a field (10 soil pits). Results showed that most fields have basic earthworm presence and abundance, but 42% fields may be over-worked as indicated by absence/rarity of epigeic and/or anecic earthworms. Tillage had a negative impact (p < 0.05) on earthworm populations and organic matter management did not mitigate tillage impacts. In terms of farmer participation, Twitter and Farmers Weekly magazine were highly effective channels for recruitment. Direct feedback from participants included excellent scores in trust, value and satisfaction of the protocol (e.g. 100% would do the test again) and 57% would use their worm survey results to change their soil management practices. A key training need in terms of earthworm identification skills was reported. The trade-off between data quality, participation rates and fieldwork costs suggests there is potential to streamline the protocol further to #30minworms (5 pits), incurring farmer fieldwork costs of approximately £1.48 ha-1. At national scales, £14 million pounds across 4.7 M ha-1 in fieldwork costs per survey could be saved by farmer participation.

Механизмы и каналы рекрутирования политической элиты: на примере сравнительного анализа РФ и США

The article is devoted to the methodological problem of separation of mechanisms and channels of recruitment in the political elite on the example of two countries - Russia and America. The degree of homogeneity of political elites and the degree of their influence in society are studied. On the basis of the comparative analysis the universal (traditional) channels of recruitment and specific for each of the studied countries are considered. The spheres of state activity are revealed, where the influence of political elites is very significant and largely decisive.

How do social enterprises recruit workers? The case of social enterprises in Thailand

This paper aims to bridge the literatures on social enterprises and human resource management to examine the recruitment practices, specifically the recruitment channels, which are used by social enterprises to attract workers and how and why these practices differ from those used by more mainstream organizations.,It uses the cross-case analysis approach and evaluates four different social enterprises in Thailand. These four social enterprises are located in different industries, including food and beverages, textiles and garments, printing and publishing and entertainment and media. The case study evidence draws on semi-structured interviews, field visits and observations and a review of archival documents and Web resources.,Through these case studies, this paper proposes that social enterprises typically use sub-stream or alternative recruitment channels that differ from those used by more mainstream organizations to attract qualified workers whose beliefs and attitudes are consistent with the objectives of social enterprises, to avoid severe competition in the labor market and to foster the internal development of their employees over time.,One limitation of this research is its methodology. Because this research is based on case studies of four social enterprises across industries in Thailand, it does not claim generalizability to all social enterprises and their recruitment channels. Rather, the results of this research should lead to further discussion of how and why social enterprises are able to recruit qualified candidates, solve financial and human resources constraints and survive severe competition among organizations in the labor market.,This paper also provides managerial implications for human resources practitioners, founders and top managers of social enterprises, not only in Thailand but also in other countries across the globe. First, these human resources practitioners, founders and top managers can use sub-stream or alternative recruitment channels to recruit employees to their social enterprises because these channels should help them attract qualified candidates whose beliefs, attitudes, knowledge, skills, experience and work performance fit with the philosophy and objectives of social enterprises. Second, they can use mainstream recruitment channels only when they have sufficient budgets to support this activity because these channels are expensive and may not support the dual missions of social enterprises. Third, they may attempt to search for an alternative source of potential employees, such as the blind and the disabled, to alleviate the problem of skill shortages at the occupational level and at the national level as a whole.,This paper provides policy implications for the government of Thailand and the governments of several other emerging market economies where the problem of skill shortages is particularly severe. Specifically, these governments should pay attention to solving the problem of occupational-level skill shortages to alleviate severe competition among several types of organizations in the labor market.,First, the findings in this paper extend the literature on human resource management, specifically on recruitment and selection practices, regarding how and why small and emerging organizations such as social enterprises can compete with mainstream organizations to survive severe competition in the labor market. Second, this paper contributes to the literature on social enterprises, specifically regarding how social enterprises resolve the issue of financial constraints to access skilled employees whose identification is consistent with the objectives of social enterprises. Finally, social enterprises in the under-researched country of Thailand are frequently overlooked in the literature. The four social enterprises in this paper are located in a variety of industries, including food and beverages (the Doi Tung Development Project and Doi Chaang Coffee), textiles and garments (the Doi Tung Development Project), printing and publishing (Butterfly Publishing House) and entertainment and media (Payai Creation). These industries, especially the printing and publishing industry and the entertainment and media industry, are also understudied in the literature on human resource management.

Job Search Methods in the Software Industry in Bangalore: Does Social Capital Matter?

Heterogeneity of workers and jobs results in imperfections such as information asymmetry in the labour market. Acquisition and evaluation of information by buyers and sellers to arrive at a decision is, therefore, both difficult and costly. Referrals in the labour market act as a conduit through which necessary information flows between prospective employers and job seekers, thereby reducing problems associated with information asymmetry. The information technology (IT) industry hires about a quarter of their workforce through referrals. We look at realised job search outcomes of IT workers some of whom have found jobs through informal methods of search deploying their social networks while others through formalised channels of recruitment. We examine social capital, human capital and firm-specific differences among those who found jobs through formal vis-a-vis informal methods of search. The empirical analysis is primarily descriptive and is based on a survey conducted among software workers in the IT industry in Bangalore. The results suggest that there are no significant differences in the human capital characteristics of workers between the two methods of job finding. However, certain social capital and firm-specific characteristics significantly differ among the methods of job finding.

Contextual influences on HRM practices in social enterprises: the case of Thailand

PurposeThe purpose of this paper is to contribute to the social enterprises and human resource management (HRM) literatures by examining how institutional and cultural contexts influence human resources (HR) practices, i.e., recruitment practices (specifically, recruitment channels) and employee relations (ER) practices that are adopted in social enterprises in the developing country of Thailand.Design/methodology/approachThis paper applies an embedded cross-case analysis of four social enterprises in Thailand across a variety of industries. The case study evidence in this paper draws on semi-structured interviews with each social enterprise’s representatives; field visits to each social enterprise in Bangkok and in other provinces in Thailand; and a review of archival documents and web-based reports and resources. This paper uses thematic analysis to pinpoint, examine and record the patterns or themes found in the data.FindingsBased on these four case studies, this paper proposes that the deficiencies in the Thai skill formation system, especially skill shortages, are associated with the adoption of alternative or substream recruitment channels among social enterprises. Additionally, the weak and highly fragmented ER institution and the cultural context that favor conflict avoidance and unassertiveness among workers within the workplace are associated with the adoption of a paternalistic ER practice in these enterprises.Research limitations/implicationsThis paper has only focused on the role of national skill formation system, ER system, and the cultural context that favor conflict avoidance and unassertiveness among workers within the workplace. Future research may explore how other institutional and cultural domains influence the adoption of HR practices in these enterprises in the context of emerging market economies. Additionally, because this research is based on the case studies of four social enterprises in a variety of industries in Thailand, the findings of this paper may not be generalizable to all social enterprises across countries. Another limitation of this research is that it did not include social enterprises in several other industries, including the entertainment and media industry and the printing and publishing industry, and it does not include other forms of social enterprises, such as community-led social ventures. Future research may explore how institutional and cultural contexts influence HR practices adopted in social enterprises in other industries or in other types of social enterprises. Moreover, quantitative studies using large samples of social enterprises across industries might be useful in deepening our understanding of a topic that is significant from the perspective of both social enterprises and HRM.Practical implicationsThis paper provides practical implications for HR professionals, founders and top managers of social enterprises not only in Thailand but also in other countries that face the problem of a skill shortage in the labor market.Social implicationsThis paper provides policy implications for the government of Thailand and the governments of several other emerging market economies in which the skill shortage is particularly severe. These governments should focus on solving this problem to alleviate severe competition among several types of organizations in the labor market. Furthermore, these governments should foster the implementation of a partnership model for employee–management relationships within the workplace. In this model, employees and management perceive each other as partners rather than enemies to sustain win–win solutions to any problems or disputes that may occur.Originality/valueThis paper aims to fill the gap in the literature regarding how social enterprises manage HR across contexts, especially in developing countries where institutional and cultural contexts might differ from those of developed countries. Batt and Banerjee (2012) suggested that the literature on HRM, including strategic human resource management (SHRM), should extend beyond the organizational context and examine how institutional contexts influence the adoption of organizations’ HR practices. Additionally, Batt and Banerjee (2012) noted that the majority of studies in the HRM literature focus on profit-oriented firms in the private sector and ignore other types of organizations such as non-profits or social enterprises.

Which HR Bundles are Utilized in Social Enterprises? The Case of Social Enterprises in Thailand

ABSTRACTThis paper bridges the literatures on social enterprises and human resource management to examine the human resource (HR) bundles utilized by social enterprises and how these HR bundles are different from those used by the typical business enterprises described in the literature. It applies a cross-case analysis of five social enterprises across industries in Thailand. The case study evidence in this paper draws on semi-structured interviews with each social enterprise's founders or managers and employees, field visits to each social enterprise and a review of archival documents and web-based reports and resources. Based on these five case studies, this paper proposes that the HR bundles utilized by social enterprises consist of the following: recruitment and selection via sub-stream or alternative recruitment channels, paying more attention to on-the-job training than to classroom training, focusing more on intrinsic rewards than on extrinsic rewards and paternalistic styles of employee relations with no labour unions. These HR bundles are different from those used by typical business enterprises in that the latter group of enterprises primarily focuses on recruitment and selection via mainstream recruitment channels, training via classroom training and several other types of employee development methods including on-the-job training, both external and intrinsic rewards, and systematic conflict resolution process. It, however, is possible that both typical business enterprises and social enterprises can achieve the same objective of becoming high-performance organizations based on different types of HR bundles. That said, the concept of ‘equifinality’ is applicable in both typical business enterprises and social enterprises.

Latent profiles of physical and psychological outcomes of bereaved parents in China who lost their only child

ABSTRACTBackground: Along with the implementation of the one-child policy in China, a special group of bereaved parents called ‘shiduer’ (失独者), meaning parents bereaved by the loss of their only child, emerged. Although previous research has examined the physical and psychological health of this population, individual differences in physical and psychological outcomes are still not well understood.Objective: This study aimed to identify heterogenous subgroups of Chinese bereaved parents who lost their only child based on the physical and psychological health of this population as well as the predictive factors of each subgroup.Method: Latent profile analysis was used to explore underlying patterns of physical and psychological indicators including subjective physical health, negative psychological outcomes (i.e. depression, post-traumatic stress disorder and prolonged grief disorder) and positive psychological outcomes (i.e. post-traumatic growth) among a sample of Chinese bereaved parents who lost their only child (N = 536). A three-step approach was used to examine the effects of covariates including quality of spousal relationship and recruitment channels on psychological and physical outcomes.Results: A three-profile model identified severity-based groupings of a ‘resilient’ subgroup (n = 153), a ‘coping’ subgroup (n = 338) and a ‘dysfunctional’ subgroup (n = 45). Less satisfaction with spousal relationship and recruitment from institutions in the community and online self-help groups (vs. offline support groups) are associated with the membership of the ‘coping’ or ‘dysfunctional’ subgroup compared to the ‘resilient’ subgroup.Conclusions: There is heterogeneity regarding the physical and psychological health of Chinese parents after losing their only child. The predictive effects of the quality of spousal relationship and the recruitment channels could provide directions for professional intervention.

Recruitment Mechanisms and Effectiveness of the Federal Administrative Elite

In this article we explore the specifics of career and recruitment channels for the senior civil servants (SCS) in Russian federal ministries using methods of document analysis, content analysis of the websites, comparative biographical analysis, regression-correlation and factor analysis. We introduce the concept of the SCS in the Russian practice. We hypothese the recruitment methods and the relationship between the type of career of the SCS and the effectiveness of the ministries, based on a sample of 381 biographies of the active SCS. We show that career bureaucrats and technocrats prevail among the SCS, but the share of political appointees in the ministerial corps is high. The SCS can be refered to as elite of the society by their characteristics. The SCS layer is heterogeneous, and the predominance of the command principle of the SCS recruitment was not confirmed. The ministries, headed by career bureaucrats, successfully implement public programs; the dynamics of development in the sectors they lead are higher. We propose to create in Russia a Service of Senior Civil Servants with the functions of selecting and evaluating the SCS.