The article describes the stress factor in hiring employees who meet the requirements of the innovation sphere and analyzes the demographic and economic reasons. The analysis of applicants from different generational groups in the personnel selection process was carried out taking into account an updated set of indicators that determine compliance with value and motivational criteria using the theory of generations. Risks have been identified to prioritize the usual age segment, the Authors made a number of conclusions: the obvious fact that the need to revise the usual priority age segment of generation Y, and defined the direction of approach to attract generation Z.
innovation, human resources, human resources, theory of generations, the factor of tension, human risks
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