The Relationship of the Labor Interests of Employees with HR Processes: Recruitment and Adaptation

"Labor interest" has been unfairly excluded from organizational research. Studies show that poorly employees interests in the work leads to lower performance. That is, the interests affect the performance of the work. Interested employees who "love" their jobs, bring more benefits to the organization. Also, labor interests motivate people to perform quality work, to work in a team with like-minded people. The understanding of the orientation of the labor interest will allow the employer to effectively build HR processes to get higher performance. The relevance of the work lies in the fact that existing studies of the "interest" was carried out 30-40 years ago, focusing on professional interest allocated to J. Holland. Modern sources use the meta-analysis. Moreover, the object of study is a hard-to-value, as it is directly connected with a person who is not in a static condition. The result was revealed that there is a relationship between labor interest and HR processes: recruitment and adaptation. We find a negative correlation between temporary work and professional interest (r=-0,424), a positive correlation between professional career and employment interests (r= 0,369). Also, recommendations were proposed for work and adaptation of the middle line staff restaurant and entertainment industry.