The involvement of young people in public service is one of the most important tasks, which allows solving many problems of public organizations. The rejuvenation of the aging staff, the adoption of new approaches in the public administration system, a new look at professional activities, high motivation for change – this is not a complete list of the opportunities provided through the recruitment of young people. Many Russian regions have realized these advantages and are implementing interesting and successful programs to hire young professionals.
The purpose of this study is to compare and summarize the experience of the most successful regions of the Russian Federation in the field of personnel management in governmental and municipal organizations. The main hypothesis of the study is that the current model of attracting personnel to the state and municipal service in the Russian Federation creates the necessary prerequisites for the recruitment and retention of young employees. To test this hypothesis, the following methods of empirical research were used: synthesis of normative documents, systematization of scientifi c conferences data, quantitative and qualitative processing of the data of National competition «Best personnel practices in the state civil and municipal service» for 2015–2017, a substantial analysis of the Internet sites of more than 200 state and municipal organizations, expert interviews with representatives of selected state and municipal organizations. The results obtained allow authors to characterize the current model of employment in the civil service in the Russian Federation as feasible, and the mission of attracting young people to work in state and municipal organizations as possible. The regions are compared by evaluating their unique human resource management practices. As a result recommendations for state and municipal organizations that contribute to the involvement of the most professional and motivated youth in the public service are formulated.
The authors substantiate the need to use the possibilities of legal, financial, administrative and competence (professional) approaches of the current model of employment in the Russian Federation for the state and municipal service to rejuvenate its personnel.