In the article some aspects of the formation of the personnel reserve of the organization and the specificity of the personnel reserve in organizations with a high level of staff turnover are examined. The psychological reasons for the possible ineffectiveness of corporate programs for the formation of the personnel reserve are determined. Socio-organizational conditions are considered that make it possible, at the stage of recruitment, to identify professionals potentially able to enter the staff reserve of the organization and create conditions for training and professional development, as well as monitor professional development. In the course of the empirical study, which involved 40 volunteers, employees of a commercial organization specializing in the field of real estate operations, the assumptions about the composition and structural interaction of the personal characteristics of employees potentially able to take their place in the personnel reserve of the organization were checked.