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Digital transformation model of the staff selection system

In the context of the implementation of the Industry 4.0 concept, in order to remain competitive, an enterprise needs to transform not only production and management systems, but the personnel management system, including recruitment activities. Existing IT solutions that have proven to be highly effective can be used in the development of a personnel selection system. The article builds a model of the architecture of a recruiting agency "as is", as well as the methods of its transformation, reflected in the proposed model of "how it should be", presents a motivational extension that reflects causal relationships between interrelated elements, key stakeholders, existing drivers, basic requirements and restrictions. A model for the digital transformation of personnel search and selection should be built taking into account the use by companies of special technological solutions based on their individual needs and allowing them to carry out recruiting business processes more efficiently. Based on the analysis, it was found that the change in the requirements determined by trends in the labor market for potential employees, recruiters need to acquire new professional competencies, such as the recruiter's ability to use alternative and non-standard sources of recruiting candidates in work, the ability to adapt to constantly emerging requirements for candidates, as well as digital ones, such as competent knowledge of IT technologies, which make it possible to build a recruitment system at a qualitatively new level, which allows synchronizing activities with the automated systems of the enterprise in order to fill a vacancy quickly and efficiently.