Strategies for attracting new generations of personnel to high-tech industrial enterprises

the article examines current strategies for attracting and retaining Generation Y, Z, and Alpha employees in high-tech industrial enterprises. Special attention is paid to digital recruitment, flexible work arrangements, corporate culture, employee motivation systems, and personnel training. By analyzing international and Russian practices, the study identifies key contradictions between global HR trends and the specifics of high-tech industries, including constraints related to production processes, trade secrets, and bureaucratic barriers. Recommendations are provided for adapting talent acquisition strategies to industry-specific conditions. Objective: To explore contemporary approaches for attracting young professionals (Generations Y, Z, and Alpha) to high-tech companies. Methods: Analysis of international research data, examination of successful foreign company practices, and evaluation of various HR tools' effectiveness. Results: modern HR strategies for attracting new generations of talent in high-tech industries require adaptation to sector-specific and local conditions. The most effective approaches combine digital recruitment with authentic employer branding, flexible work arrangements for select employee categories, and motivation systems integrating both financial and non-financial incentives. The key remaining barriers include the disconnect between young professionals' expectations and actual production realities. Conclusion: Contemporary high-tech enterprises face the need for profound transformation of their HR strategies to attract new workforce generations, necessitating a careful balance between innovative approaches and industry-specific requirements. The crucial success factor lies in adapting global trends to local contexts, incorporating economic constraints, production demands, and cultural specificities of the Russian labor market.

Generation Y, Generation Z, Generation Alpha, high-tech industries, digital recruitment, flexible employment formats, corporate culture, employee motivation, training and development