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In today's global economy, characterized by rapid technological changes and geopolitical turbulence, the shortage of qualified personnel has transformed from an operational problem into a strategic challenge on a national scale. This issue is particularly acute in economies subject to structural shocks, such as large-scale sanctions and the subsequent outflow of intellectual capital. The purpose of this article is to identify systemic problems in talent management caused by a persistent shortage of qualified personnel, and to develop, based on a comparative analysis, promising ways to adapt international experience to Russian conditions. Based on the synthesis of human capital theory and research in the field of talent management, the key dilemmas faced by organizations are identified: the collapse of long-term personnel development strategies, the transition to reactive and costly recruitment and retention practices, as well as the erosion of corporate competencies. Using the example of Russian and foreign cases, it is demonstrated how exclusive and inclusive talent management models are transformed under the pressure of external shocks. In conclusion, strategic recommendations are formulated for building sustainable hybrid talent management systems that combine elements of international experience with adaptation to specific institutional and market conditions in Russia. The author concludes that success will be determined by the ability to move from solving short–term personnel problems to building a holistic ecosystem of talents in which government policies, corporate strategies and educational trajectories will work consistently towards one goal - not just filling vacancies today, but creating sustainable potential for generating knowledge, technology and economic competitiveness in the long term.
Keywords:personnel, talent management, staff shortage, human capital, personnel, brain drain
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