Management Recruitment: Approaches, Contradictions, and Prospects

This article examines the contradictions in the application of meritocratic principles in staffing administrative and managerial structures. An analysis of international HR practices highlights the risks of meritocratic models of society, including professional segregation, exacerbation of social inequality, and new forms of personnel corruption. Approaches to identifying managerial personnel in Russia are clarified, and experience with management talent pools is summarized. A comparative analysis of career and positional models of personnel advancement clarifies the directions of change in government and management bodies, focusing on mobility, openness, technological advancement, and the development of meritocratic “career elevators”. The contours of a personnel subsystem that combines increased public administration efficiency and the creation of equal opportunities for citizens are substantiated. Directions for value-based filling of state personnel policy are proposed through the formation of a domestic meritocracy model, the formalization of its parameters, and the development of monitoring tools.
 

Keywords: public administration; personnel policy; meritocracy; meritocratic principles; management personnel; management personnel reserves; administrative reform

For citation: Lobanov, P.A. Management Recruitment: Approaches, Contradictions, and Prospects // Social Novelties and Social Sciences. – 2026. – N 2. – P. 11–33.
DOI: 10.31249/snsn/2026.02.01

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