PLANNING AND IMPLEMENTATION OF PROFESSIONAL AND PSYCHOLOGICAL SELECTION OF EMPLOYEES OF THE STATE CUSTOMS SERVICE

Introduction. Considering the current selection procedure for the customs authorities, we can conclude about its duration and complexity. This selection technique is systematic and thorough, but somewhat inefficient. In order to meet the requirements established for civil servants, the applicant must have special moral and psychological qualities, such as emotional stability and endurance, initiative, principles, honesty, education and tact. However, the selection procedure does not use technologies aimed directly at identifying the value orientations of the applicant.Purpose. Рractical measures and recommendations that will contribute to the optimization of the process of professional and psychological selection of employees of the state customs service.Methods. To achieve the goal, a set of theoretical methods was used: systematic analysis and interpretation of data, systematization, modeling, generalization of the obtained results.Originality. Scientific and practical recommendations for planning the professional and psychological selection of employees of the state customs service provide for the development of a comprehensive approach, which includes planned measures aimed at revealing key psychological characteristics necessary for effective work in customs, as well as planned strategies for using modern psychodiagnostic tools to assess these competencies . The main purpose of such selection is to ensure the high quality and professionalism of personnel capable of performing their duties effectively and in compliance with high moral standards. An equally promising direction of research within the framework of this problem is the creation and deployment of a detailed model of a customs service specialist and modeling of the psychological mechanisms of their influence on the effectiveness of the customs officer's professional activity.Conclusions. It is expected that compliance with the developed scientific and practical recommendations will increase the motivation and involvement of employees, reduce the turnover rate, and increase the effectiveness of training and development of customs service specialists. When work matches an employee's personal interests, values, and motivations, it leads to greater employee engagement and satisfaction. Such a specialist tends to work with a higher level of commitment and enthusiasm. Understanding and meeting individual needs and motivations can reduce the likelihood of an employee being quickly dismissed from the state customs service, as he sees opportunities to realize his needs and desires. Employees whose motivation is aligned with their work learn faster and are more open to professional development because they feel that developing their skills also contributes to the achievement of personal goals.Professional and psychological selection is a key element of the personnel management process aimed at identifying candidates who best meet not only the professional requirements of customs, but also the organizational culture of a state institution, which is the modern customs service. Integrating an understanding of individual motivations and needs of candidates into this process opens up additional opportunities for selecting those who will not only be able to perform their work at a high level, but will also find in it personal satisfaction and motivation for further personal and professional development.