ИСТИНА

In the modern world companies to attract the best employees to drive their business. Each company has its’ own set of values and employees express different labor interests. It is important for talent acquisition and employees’ retention to have the overall comfortable working environment which is connected to the interests of employees and candidates. This empirical research was aimed to analyze of labor interests of employees of an international bank in Russia. It included both qualitative and quantitative studies. The classification of labor interests developed by T. Lobanova shaped the basis of the questionnaire and included economic, professional, career interests, the interests of small working groups, corporate and socially responsible interests. The labor interests of 128 bank employees of different sexes, ages, places of residence, work experience and career level were examined. Pearson’s correlation coefficient shows the strength of association between two lineally related variables: each labor interest was checked on correlation with employee’s profile characteristics (gender, age, experience in a company, department, city and grade). The conducted research showed the Pearson Correlation between a) the overall expression of labor interests and gender (α=.450 and p= 0.000 (p < 0.01); b) the overall expression of labor interests and experience in a company (α=-.176 and p= 0.047 (p < 0.05). Men have less overall labor interests’ expression than women. Senior colleagues have more overall labor interests’ expression than new comers. The median value is higher for those, whose experience in a company is longer. However, no correlation between overall labor interests’ expression and grade was found. The recruiters face some challenges while attracting candidates for certain positions. The labor interests should find their reflection in job descriptions. Moreover, internal employer branding strategies should be implemented for certain groups of employees who express the same labor interests.