Recruiting Research Papers - Academia.edu (original) (raw)

ISBN 9783346357083 • Im Zuge der Human Digitalisation, lassen sich durch sogenannte People Analytics Anwendungen HR-Leistungsfähigkeiten digital analysieren und HR- Prozesse wie das Auswahlverfahren effizienter gestalten. Ziel dieser Arbeit ist es festzustellen, ob die Nutzung einer People Analytics Software nicht nur zu einer effizienteren Abwicklung des Auswahlverfahrens führt, sondern auch, ob es durch die Anwendung zu einer verbesserten Auswahl potentieller Mitarbeitern kommt und welche etwaigen Problematiken dabei auftreten können.

- by Fabio Nilgen Alvarez
- •
- Marketing, Employer branding, Human Resource Management, Military

Recruitment is a managerial function to enroll manpower to augment, replenish, and reinvigorate an organization's human resource base. As the entrepreneurial efficiency and the organizational efficacy depend on the human resources, it is imperative that the recruitment be done on scientific lines in a professional mode. Sadly, though for most part, the recruitment models in most Indian organizations, especially those in the public sector, lack the needed understanding and required sensitivity to further the cause. Barring honourable exceptions, the exercise of recruitment is perceived by those involved in it as an opportunity to further their own careers by heeding to 'referrals to favour' of the powers that be. In the absence of trained professionals, well-versed in the art of interviewing and the science of evaluation, the tendency is to induct more and more 'heads' into the selection panels. Given that, it is no wonder that such exercises invariably turn out to be more of interrogations rather than interviews. To start with, in most cases, the scheduled time for the selection process is woefully short for any meaningful appraisal of the number of invitees for an interview. Besides, the exigencies of official work of various members of the committee necessitate the scheduling of interviews for various vacancies in a panoramic setting. Capping it all is the lack of punctuality in commencing the 'show' at the appointed hour, which, in turn, results in either rushing through the rigmarole or prolonging it beyond the scheduled hours. Needless to say, all this, put together, stymies the course for the candidates to showcase their case-either they do not get a fair chance equitable assessment or by the time their turn comes, they become mentally sick to be in the proper frame of mind. After a seemingly eternal waiting, the candidate receives 'the call' and what follows in the haloed chambers is only matched by what had preceded in the waiting hall-a state of anxiety. That's not all, in an exhibition of the panel's indifference towards the prospective recruits; its members don't deem it fit to reveal their identities to the candidates. It is another matter though, on that fateful occasion, it would not have made any difference to the candidate for it is humanly impossible for any to place the positions of so many biggies. Overwhelmed by the imposing setting and overawed by the overbearing attitude of the prospective employers, the candidate can be hardly at ease in their overweening company. Thus, the stage would be set for the grand inquiry for the tone and tenor of the proceedings is more akin to a cross-examination than an interactive exercise. After the preliminary enquiries regarding the candidate's family background and academic qualifications, the accent shifts to some questioning on the specifics of the subject of his study and ends up with stray attempts to elicit his awareness of the current events. Whatever, the exercise is nowhere near a plan to ascertain the attributes or a strategy to elicit the aptitudes of the candidate but is merely done on an ad hoc basis, influenced as such by the factors of time, and the initial impression of the August members develop about him. The nature of questioning and the lack of continuity in the interview make even the candidate wonder whether the session did indeed bring his best to the fore; and then it is only left for him to cross his fingers and await the verdict. Be that as it may, an interview, on the other hand, is defined as the meeting of persons face to face, especially for the purpose of conference, and for that to have any meaningful outcome, it should be dialogue oriented. Whereas the question-answer session can be a pointer to the candidate's acquaintance with a given subject, only a dialogue could reveal his degree of awareness of it. Considerable skill and tact, however, are required on the part of the interviewers, first to initiate and then to guide the dialogue in such a manner as to fathom the candidate's personality traits and his perceptive abilities. As such specialist skills are not expected to be mastered by assorted departmental heads that are inducted into the selection panel, the

- by BS Murthy
- •
- Human Resource Management, In-depth Interviews, Placements, Human Resources

Often, in spite of having the right set of qualifications, technical skills and experiences, certain candidates fails to impress the interviewers during job-interviews. There is no denying of the fact that when it comes to finally secure a job; almost everything depends upon the candidate’s performance during the interview process. Therefore, besides recognizing the importance of interviews; it is also widely believed that with proper understanding, preparation and practice, a person’s interview skills and employability can be greatly enhanced. With this objective, this article brings forth a valuable compilation of 25 important interview questions and suggestions for their effective answering. Most of the questions selected here are basically collected and shortlisted through a process of focus group discussion. The questions are general and contemporary in nature and are mostly suitable for junior to middle-level management positions, across various private sector organizations in India.

- by Shamim Akhtar
- •
- Management, Career Management, Career Guidance Counseling, Career Guidance

Recruitment and Selection

- by Arundathi Divisekara
- •
- Assessment, Human Resource Management, Human Resources, Employment
- by Taylor Knortz
- •
- Social Networking, Social Media, Recruiting, Hiring

Purpose – The purpose of this paper is to offer an alternative approach to traditional campus recruiting, using the social media. Specifically, we propose a three-step strategy using Facebook to attract and recruit college graduates.
Design/methodology/approach – In Step 1, employers use Facebook to attract as many target students as possible to an employer’s Fan page. In Step 2, employers actively engage with students to enhance their employer brand as a prospective employer. In Step 3, employers initiate a call-to-action
to encourage students to act upon a job opportunity and apply for the position.
Findings – Social media recruiting can payoff in several ways: First, employers have the advantage of speed through social media recruiting. Second, employers also have broad and frequent access to college students. Employers will also reduce their overall college recruiting costs and lastly, employers
enhance their overall employment branding through the use of Facebook for college recruiting.
Practical implications – Given the impending retirement of baby boomers, there is an urgent need to recruit college graduates in large numbers. Historically, college recruiting has been the preferred channel; however, few students attend campus career fairs or find information sessions and their
campus career centers helpful. As an alternative, employers should consider using social media as a recruiting tool to attract and recruit college graduates.
Originality/value – Social media recruiting has the potential to help smaller employers stand out among larger employers, reach out to a larger pool of candidates, speed up the recruitment process and reduce overall recruitment costs.

- by Shahid Wazed and +1
- •
- Social Media, Facebook, Recruitment, Recruiting
- by David Creelman
- •
- Human Resources, Recruiting
- by Phenil Shah
- •
- spe paper x plot, Human Capital, Oil and gas, Recruiting
- by Nathan J Kerr
- •
- Military History, Government, Business Process Management, Recruiting

Pada artikel kali ini, kita akan memberikan contoh surat lamaran kerja untuk kerja di toko yang bisa Anda gunakan sebagai referensi manakala hendak melamar pekerjaan. Surat lamaran kerja ini tentu akan sangat dibutuhkan bagi Anda yang... more

- by Egi Hrsn
- •
- Recruitment, IT staff recruitment, Recruiting, HR projects

In this paper, I examine aspects of international teacher recruitment, induction, and retention practices in mainland China, specific to my present location in Foshan, Guangdong Province. I describe existing challenges and offer an... more

Online Recruitment (OR) is a growing trend. It takes place online, using tools that enable the receipt of applications , the search for professionals, a quick triage and provision of feedback to applicants. This exploratory research aims to describe perceptions of this tool, gathering data from potential job candidates and personnel stakeholders. Data was gathered using a survey and interviews. Results show that 46% of participants had already used OR and that for 42% of the applicants it took less than a week to receive feedback from the recruiting organization. Qualitative data suggests a dominant positive appraisal of this type of recruitment. It is considered a fast method and is able to reach a wide audience. However, it is impersonal and there are doubts regarding the control over the process and the veracity of the job ads. Organizations should consider the perceptions of different stakeholders in order to optimize the process of OR.

- by Ana Rita Silva
- •
- E- recruitment, Recruitment, Recruitment and Selection, Recruiting
- by Palmira Faraci
- •
- Organizational Psychology, Psychometry, Human Resource Development, Psychometrics

To increase innovative performance in work settings, most scholars agree that organizations need both an environment that is supportive of creativity as well as employees with high levels of creative potential. Substantial research effort has been aimed at understanding work contexts that facilitate creative thinking, yet less is known regarding how to most effectively recruit and hire creative talent. To fill this knowledge gap and guide future research efforts, we discuss the KSAOs most predictive of creative potential as well as the means and methods for assessing this potential. In addition, we explore the challenges to quantifying successful innovation, proposing that creative achievement represents a unique and specialized form of organizational perfor- mance. Supplementing this discussion we provide recommendations for obtaining high-quality, substantive criterion data. We conclude with a brief discussion on recruitment and long- term selection strategies for innovation.

- by Lily Cushenbery
- •
- Creativity, Innovation statistics, Recruiting, Selection
- by Michał Chmielecki
- •
- Social Networks, Social Media, Online social networks, Social Media Marketing

NYC, the city that was once known to be the financial hub has now transformed itself to become the home to over 10,000 startups. The spot has become so raging that not only American startups are basing themselves there but also many Europeans startups are moving their operations and opening headquarters. One of the main topics of discussion during the trip was the differences of establishing a startup in NYC versus it' s older, successful and tech-bubbly sister: Silicon Valley / The Bay. The two main advantages of NYC that came up several times were the diversity of business sectors in the city and the talent availability. Dennis Crowley, Co-founder and CEO of Foursquare, commented that because the city is full of artists, fashionistas, foodies, financials, lawyers, etc. it is very easy to disconnect from the tech world, recharge oneself and find inspiration because in the Valley everything is all about tech and it can become overwhelming very fast. Pat Phelan, Co-founder and CEO of Trustev, highlighted the struggle Silicon Valley startups has to go through to find and retain talent. The war for talent and willingness to pay has increased drastically the competition whether it's in the function of engineering or sales-it's any talent.

- by Anastasia Tohme
- •
- Recruitment, Startups, Recruitment and Selection, Business Strategy

Effective Human Resources Management (HRM) is a critical element of successful organizational operations. Thriving companies exhibit innovation, efficiency, flexible structure and require new skills in their organizations and in their human resources. An effective HRM policy includes a successful external communication process when seeking to attract the best job applicant. The purpose of this paper is to draw attention to the importance of human factors in the activities of organizations and examine the prevailing practices regarding on what employers offer and seek when advertise their job vacancies in Greece. Data were collected from online job advertisements in Greece. The results indicate that the common communication practices in job adverts in Greece could be improved to ensure that the best candidates are attracted and selected by these communication practices. For example, more information about the job description and equal opportunities policies could enhance the quality of this business communication process for recruiting personnel.

- by Sophia Anastasiou
- •
- Human Resource Management, E- recruitment, Recruitment, Recruiting
- by Nik Mit
- •
- Management, Training, Human Resources, Controlling

This paper provides qualitative research evidence on skills priorities in recruiting and selection of new employees. The adaptation of organizations to changing external environment is a topic that is currently explored and presented from different points of view. Human resources and human capital are topics of resource-based approaches to obtaining sustainable competitiveness. In particular, the issue is the ability to efficiently acquire and exploit knowledge and support a knowledge culture to promote the innovativeness and progress of organizations. Today, great attention is devoted to technical and IT skills, or creativity, under the influence of ongoing technological change driven by the Fourth industrial revolution. The goal of our survey among recruiters and human resource managers on a sample of 200 businesses was to identify priorities among the thirteen skills and abilities. The research was conducted in 2018 through questionnaire distributed directly to HR managers. The results are analyzed from the point of view of competences of the knowledge workers as well as the concept of the learning organization. The research paper analyzes different approaches and priorities devoted in companies looking for employees for a short period (for less than two years) and for companies looking for employees for a longer period of time. Advanced statistical methods have been used to compare individual sample groups of companies to identify significant statistical differences in the approach to skills preferences for new employees. Although human capital is an object of interest in the knowledge management, the distribution of knowledge among employees within the organization is considered to be its core activity. Positive finding of the research is the high priority of companies in team skills and ability to learn in selecting new employees. On the contrary only a small proportion of companies surveyed concerned technological and IT skill as key when recruiting new employees.

- by Ján Papula
- •
- Human Resource Management, Innovativeness, Employability Skills, Recruitment

There have been unprecedented changes in the recruiting landscape due to the COVID-19 pandemic, representing a significant change in the recruiting and business operation dynamics. Many things have been said concerning digital transformation while responding to unprecedented times, and they are similar when it comes to the Human Resources and Recruiting realm. Because of the COVID-19 outbreak, the human resources sector has struggled to put together an extensive and individual's initial response to the crisis when engaging in surplus information inflow, lowering disruption of daily business activities, and reducing the terrifying workforce worries (People Matters, 2020) [9]. The lockdown has caused the paradigm shift, which has become a "new normal," for instance, inevitable change from the typical brick and mortar offices to virtual workspaces has significantly increased along with the need to hasten the adoption of digitization of HR activities, which was slowly grow...

- by Terry Jaqua
- •
- Management, Human Resource Management, Human Resources, Employment

Avec des contributions de Janine Barbot, Bruno Cousin, Nicolas Dodier, Nicolas Duvoux, Didier Fassin, Michèle Lamont, Nicolas Larchet, Lauren Rivera, Manuela Salcedo et Mathieu Trachman. La morale et les émotions, ainsi que les manières... more

- by Bruno Cousin
- •
- Business Ethics, Neuroscience, Social Theory, Psychology
- by Daniela Eisele
- •
- Human Resource Management, Recruiting

ISBN 9783346355782 • Diese Arbeit analysiert, wie das aktuelle interne Employer Branding der Bundeswehr gestaltet ist. Dabei soll untersucht werden, ob die angestrebte interne Employer Brand mit der tatsächlich vorhandenen internen Employer Brand übereinstimmt. So können mögliche Differenzen identifiziert und entsprechende Verbesserungspotentiale abgeleitet werden. Für die Gewinnung neuer Mitarbeiter stellt der demografische Wandel in Deutschland für hiesige Arbeitgeber dabei eine besondere Hürde dar. Der immer schneller werdende technologische Fortschritt erschwert es Unternehmen zusätzlich, mit den Konsequenzen des demografischen Wandels umzugehen. Weiterhin entstehen durch ein verändertes Wertesystem innerhalb der Gesellschaft neue Bedürfnisse und damit neue Anforderungen an den Arbeitsplatz bzw. den Arbeitgeber. All diese Faktoren führen zu einem "War for Talents". Die Notwendigkeit zu handeln, um geeignete Führungskräfte zu gewinnen, ist mittlerweile auch im öffentlichen Sektor angekommen - zu dem auch die Bundeswehr gehört. Um die vor diesem Hintergrund resultierenden Herausforderungen zu bewerkstelligen, ist das Employer Branding ein Instrument, um sich im Wettbewerb um geeignete Fachkräfte durchzusetzen und einen wertvollen Vorsprung zu gewinnen. Damit eine Employer Brand jedoch nach außen glaubwürdig erscheint, muss sie auch nach innen gelebt werden.

- by Fabio Nilgen Alvarez
- •
- Marketing, Employer branding, Human Resource Management, Recruitment

The explosion of social media effects almost every aspect of peoples’ daily lives. This is also true as it relates to NCAA Division II and Division III football programs and the recruitment of potential student-athletes. As social media impacts a greater portion of society, it is important to determine the trends of recruiting techniques using social media in order to keep pace with rival football programs, and possibly redistributing program funds for better use. By knowing what path recruiting is taking, Division II/III programs with smaller budgets will know where to allot funds better to keep pace in recruiting prospective players. In this study, the researcher surveyed head coaches, offensive coordinators, defensive coordinators, and recruiting coordinators from 60 (32 Division II and 28 Division III) football programs spanning six athletic conferences, the Lone Star Conference (9 programs), the Rocky Mountain Athletic Conference (11 programs), the Mid-America Intercollegiate Athletic Association (12 programs), the American Southwest Conference (10 programs), the Southern Athletic Conference (9 programs), and the Iowa Intercollegiate Athletic Conference (9 programs). The surveys were completed by the head coach of each program so the overall direction of the program could be determined. Questions included, but were not limited to, age, educational background, experience, basic use of social media, and the programs’ use of social media.

- by Billy Jack Ray
- •
- Football (soccer), Social Media, Baby Boomers, Generation X

This study applies the prevailing scholarly theories of strategic management, employment decisions, cost accounting and share reward schemes to a panel of questions raised by Colin Drury (2012) in the
case study of the fictitious company Integrated Technology Services (UK) Ltd., ITS (UK). The paper provides model answers which can be used when working with the case study at institutions of higher education. The merit of the work lies in three areas. First, it provides an overview of theories accepted by the academia that can be utilized for further research. Second, it contrasts pro and contra arguments. Thus it shows the limitations of the very theories when applied to scenarios inspired by practical problems. Third, it develops an innovative Balanced
Scorecard for ITS (UK). The scorecard can be used as an example when working with Drury’s case study. But it is also suitable for real life situations of business entities faced with oppressive overheads and deteriorating net margins, building on highly skilled workforce and trying to preserve its differentiated profile.

- by Paul Eisenberg
- •
- Management Accounting, Balanced Scorecard, Outsourcing, Reward

While the population of America's public schools is becoming more diverse, the percentage of minority teachers is steadily decreasing. While over 44% of all students in America are minority, only 12-14% of teachers are minorities and less that 2% are African American males. The challenge for colleges of education is to recruit more African American male teachers. Therefore, this study was undertaken to explore the concept of grit and its impact on African American males entering the teaching profession.

- by Mathias R . Vairez Jr. and +4
- •
- Resilience, Recruiting, Teachers, African AMerican males

ISBN 9783346367051 • Diese Arbeit beschäftigt sich mit der Candidate Experience in der Bundeswehr, um etwaige Verbesserungspotentiale zu erarbeiten. Bewerber nehmen eine immer relevanteren Rolle für die Reputation und das Branding des Unternehmens als Arbeitgeber ein. Die Candidate Experience hat sich hierbei zu einem wichtigen nachhaltigen Instrument dafür entwickelt, potenzielle, qualitativ wertvolle Talente und Fachkräfte für sich zu gewinnen.

- by Fabio Nilgen Alvarez
- •
- Employer branding, Human Resource Management, Military, Recruitment

Presentation for Southington High School (CT) Track & Field program, August 2017.

RecruitBPM unlocks the successful hiring tips & features for the best CRM Platform As per research done by " softwareadvice " in 2016, more than 50% of U.S employers were down due to inadequate hiring. Improper hiring and complexed ATS CRM Software selection can lead to wasting time of your organization. It can also jeopardize the image of the organization if continuing in bad hiring prolongs, Should you ask your talent acquisition team for ideas on how to progress your hiring processes, you'll hear multiple opinions and ideas , for instance if you ask your talent acquisition team on what difficulties they might have or how their CRM ATS software should be like for improvement you might hear multiple recommendations like Mobile access Simple and ease of integration Automatic 24/7 resumes collecting Share opportunities on social media platforms Generate online employment openings & applications Complex interfaces & features of any ATS software can make the most qualified and brainy individuals unsatisfied as per experts point of view. They require informational tools that can guide them on their daily weekly and monthly work schedules which is well interfaced with attractive outlook, all recruiting experts love such features which lead to successful candidate hunting. Recruiting staffing software should be spontaneous, HR Admins highly expert headhunting experts are always searching the systems that are user friendly with which they can get along with well and kick start the work swiftly. The outlook counts when choosing a CRM, recruiting application for its user friendly look and helpfulness, the tabs, buttons, and color schemes and center of attention areas are also key features for obtaining tasks. Attractive and tempting display of data & dashboards can assist recruiters better recognize developments and to point out any deviation. Picturing of information and duties helps avoid recruiters from failing to spot or any relevant traits. Searching for a standard or on demand software solution that proposes the top notch tasks is reliant on a firm which knows what they need from it. RecruitBPM has reliable features that most recruiting agencies can benefit from which can be mobility, integration and automation. RecruitBPM applicant tracking system is able to easily filter electronic mails automatically and can tweak candidate in to your very own ATS software. While on the other hand the resume parsing will continue to automatically pull relevant information so that it can generate a profile for a new candidate. RecruitBPM ATS CRM software replies to every mail congratulating candidate for joining & for investing time to apply following taking them along to the next level. RecruitBPM understand the amount of effort and responsibility every recruiting firm has for hiring right talent for their clients and to retain them as their valuable clients.

This paper discusses the issues and opportunities related to the employment of expatriate staff by transnational companies and organizations. Key elements of the paper include issues related to the cost of supporting expatriate staff and their families, cultural disconnects between the expatriate manager and the local staff, training for expatriate staff and the costs associated with a staff member's failure to assimilate. The paper uses the Mabuchi Motor Company as the case from which to draw observations and recommendations.

- by john mahaffey
- •
- Cultural Studies, International Relations, Multiculturalism, International Studies

California's regulations regarding marijuana use have significantly changed in recent years and it is evident that it will continue to change as we move ahead. With the evolution of legislation surrounding the use of marijuana, California employers must be knowledgeable about the drug and understand its implications on the work environment. The legalization of marijuana in California has compelled employers to pilot through a reasonable balance between an individual's right to use marijuana and an employers' right to maintain a safe and drug-free workplace. This article presents a brief history of California regulations related to marijuana use and provides a comprehensive guide to employers by analyzing the effects of marijuana and discussing the issues associated with the legalization of substance use in California and its relations to workplaces. As these regulations evolve, employers must ensure that appropriate policies and processes are in place to address situations that arise from pre-employment testing and workplace conduct related to marijuana use.

- by Shahid Wazed
- •
- Business, Social Media, Facebook, Recruitment

Pasti Anda akan langsung mempunyai pikiran seperti kalimat di atas untuk saat ini, ciri-ciri ini pasti selalu Ada tetapi kita saja yang belum mencoba untuk mengembangkannya. Kesuksesan seringkali dimaknai sebagai kelimpahan harta, tumpukan emas batangan, mobil-mobil yang terparkir rapi di halaman rumah megah yang asri. Apakah memang benar demikian? Barangkali yang ada di pemahaman sebagian besar dari kita adalah demikian.

- by Egi Hrsn
- •
- Recruitment, IT Outsourcing, IT staff recruitment, Recruiting

This article analyzes the gendered representation of military service in the German YouTube series Die Rekruten (DR) (The Recruits), a popular web series produced on behalf of the German armed forces (Bundeswehr) for recruitment purposes, which accompanies 12 navy recruits during their basic training. The article is situated within research on masculinity and the military, in particular military recruitment. It supplements current scholarship by studying a previously neglected case that is of particular interest given Germany's antimilitarist culture, which should make military recruitment and military public relations more difficult. The article asks how military service is represented in DR, what its discursive effects are, and what role (if any) masculinity plays in this process. We find support for recent feminist research on military masculinities (including in military recruitment) that emphasizes ambiguity and contradiction. What distinguishes the construction of military masculinity in DR from, for example, recruitment advertisements in the United States or the United Kingdom is its markedly civil character. This not only broadens the military's appeal for a more diverse audience but also increases the legitimacy of the military and its activities. It does so by concealing the violence that has for the past two decades also been a very real part of what the Bundeswehr does.

- by Frank A Stengel and +1
- •
- Gender Studies, Feminist Theory, Militarism, Gender

The current staffing status at translation departments in Saudi Arabia is inadequate in terms of instructor qualifications, areas of specialization, teaching load, course assignment, and preparation of prospective translation instructors. Since the employment of qualified instructors who are specialized in translation is one of the triad in the preparation of competent female translators and interpreters, this study aims to investigate the current staffing status at translation departments at the College of Languages and Translation (COLT) King Saud University, causes of instructor shortage and current searching and hiring practices. It also aims to establish benchmarks for staffing translation departments in terms of instructor qualifications , the percentage of B.A., M.A. & P.H. D. degree holders and distribution of courses among instructors. At COLT, shortage is temporarily solved by merging classes, by raising the teaching load of instructors, by local recruits who have a B.A. degree, and who are sometimes inadequately qualified. 33% of those work at the department on a temporary hourly basis and this percentage goes up each semester. Classes are o vercrowded classes (50-75 students per section), female faculty are overloaded , overstressed (20-30 hours per week), instructors supervise 6-7 students with a 25,000 word-translation project each. Translation courses and the translation project are sometimes assigned to B.A. holders who do not, have an adequate qualifications training or experience in translation. Some TAs with a translation degree teach general English courses rather than courses at the translation department. To assure quality in preparing future translators and interpreters, the staffing status and policies at colleges of languages and translation were surveyed and benchmarks for instructor qualifications, areas of specialization, teaching load, percentage of B.A., M.A. and Ph.D. holders are established.

- by Prof. Reima Al-Jarf
- •
- Recruiting, Staff Shortages, faculty shortage, staffing language departments

To better gauge what the recruiting and hiring landscape will look like in
2017, this research eBook includes interviews with seven key influencers in the space. Their prognostications suggest that we will continue to see technological evolution involving recruiting automation, candidate relationship management, and data analytics and business intelligence. We will also see a resurgence in the human element – that idea that relationships truly matter when it comes to attracting, recruiting, and hiring great talent.

- by Patrick E . Spencer
- •
- Recruitment, Recruiting

The purpose of this paper is to design a predictably valid selection model for employing the most suitable staff in the public as well as private sector organisations. The proposed selection model has four stages namely job analysis stage, competency level assessment stage, probability of success computation stage and selection indicator determination stage. The process of determining the weighted average scores of probability of success of the applicants in the job responsibilities is developed here in this paper for using the same as a selection indicator for employing suitable staff in the job vacancies of the organisations. In spite of some possible errors in the weighted average scores of probability of success of the job applicants in the job responsibilities, the proposed selection model would enable the employers to select the most suitable staff for the organisations with a prediction of future performances in the job and thereby could give a competitive edge to the organisations.

- by Ratan Chakraborty
- •
- Human Resource Management, Performance, Human Resources, Employment
- by Palmira Faraci
- •
- Organizational Psychology, Psychometry, Human Resource Development, Psychometrics
- by Palmira Faraci
- •
- Psychometry, Psychometrics, Leadership, Human Resource Management

- by Sophia Anastasiou
- •
- Human Resource Management, Recruitment, Recruiting, E Recruitment

Modern colleges of agriculture are often a mixture of traditional agricultural, natural resources, and other programs, which may lead to challenges for recruiting. During the past 10 years, the College of Agricultural Sciences and Natural Resources (CASNR) at the University of Nebraska-Lincoln enhanced recruiting in rural areas in response to stakeholders' interests. As a result, CASNR graduates in agricultural programs from the smallest towns in Nebraska of <5,000 people increased markedly, relative to trends of all other types of CASNR students. Almost 60% of graduates during 2005-2015 in agriculture majors were from towns of <5000 people; in contrast, only 27% of graduates from natural resources and 22% of graduates from other programs were from small towns; instead, 51% of natural resources students and 45% of students in other CASNR programs came from the largest Nebraska cities with <45,000 people. Male graduates were the majority of all types of academic programs in CASNR (agriculture: 64%, natural resources: 61%, other programs: 61%), and 94% of CASNR graduates were white. Demographic data analysis is critical to confirmation of successful, targeted recruiting plans aimed at the unique sets of students in a college of agriculture.

- by Larkin Powell
- •
- Natural Resources, Higher Education, Wildlife Ecology And Management, Recruiting

Truly successful business leaders need to be prepared to continuously adapt to a constantly evolving environment. From changing government
regulations, to the ever-shifting economy to a seemingly endless string of technological advances, there’s no shortage of unique challenges to get to
grips with. But one constant that’s always proven reliably difficult is finding and hiring workers who fit the company and have the right qualifications and skills. In fact, in 2016, business leaders list recruiting the right people as their biggest challenge.

- by Patrick E . Spencer
- •
- Talent management, Recruiting