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Relevant bibliographies by topics / Campus recruitment

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Academic literature on the topic 'Campus recruitment'

Author: Grafiati

Published: 4 June 2021

Last updated: 13 February 2022

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Journal articles on the topic "Campus recruitment"

1

Tete, Prof Sagar. "Campus Recruitment Management (Online) System." International Journal for Research in Applied Science and Engineering Technology 9, no. VI (June 20, 2021): 1784–88. http://dx.doi.org/10.22214/ijraset.2021.35323.

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Campus Recruitment Management (Online) System is a software system, this kind of system plays an important role in simplifying the recruitment process in an easy way. This software system is designed on the basis of candidates, companies and training & Placement cell officers. In campus recruitment management system, here we are providing three logs in the registration option for students, company and college training & Placement cell officer. It allows students to enroll / feeding their all details on to the system after that students can apply for campus drive. Even it allows to company to post their job vacancy and all details about incoming drive. College training & Placement cell officer (TPO) has given over all rights to see all details about total company registered and how many students get registered or not, he can add advertisement for students like study material, workshop details etc, is very beneficial for both the parties student & company to build strong communication. It make easier for placement officer to manage or access student information with respect to Placed student. we are also provide one contact detail option facility for both parties through which user can easily post their queries.

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Rahn, Josh. "Best practices for campus agency recruitment." Campus Security Report 16, no. 10 (January 9, 2020): 1–5. http://dx.doi.org/10.1002/casr.30608.

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Daprano, Corinne M., Megan L. Coyle, and Peter J. Titlebaum. "Student Employee Recruitment and Retention through Campus Partnerships." Recreational Sports Journal 29, no. 2 (November 2005): 108–16. http://dx.doi.org/10.1123/rsj.29.2.108.

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Student employees play a critical role in the operation of student recreation centers. One of the challenges faced by many recreational sports departments is the ongoing need to recruit and retain these student employees. Recruitment can be done through word of mouth, current employee referrals, and on-campus advertising. Retention can be accomplished through competitive pay rates, flexible work hours, a challenging and exciting work environment, and opportunities to advance, among other strategies (Chelladurai, 1999). Recruitment and retention are important considerations for any recreational sports department, large or small, because student employees have an enormous impact on both the quantity and quality of programs and services offered by the department. This article proposes a strategy for establishing partnerships with academic departments to aid in the recruitment and retention of student employees. These collaborative partnerships have the ability to benefit students, the recreational sports department, academic departments, and university student retention efforts. This article outlines how to establish and implement these relationships and proposes several possible partnerships between recreational sports and various academic departments. Following a description of this strategy is an example of a partnership that has been successfully established at one Midwestern university.

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Okun, Morris A., and Erin S. Sloane. "APPLICATION OF PLANNED BEHAVIOR THEORY TO PREDICTING VOLUNTEER ENROLLMENT BY COLLEGE STUDENTS IN A CAMPUS-BASED PROGRAM." Social Behavior and Personality: an international journal 30, no. 3 (January 1, 2002): 243–49. http://dx.doi.org/10.2224/sbp.2002.30.3.243.

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The present study tested two hypotheses derived from the theory of planned behavior regarding volunteer enrollment by college students in a campus-based program. Undergraduates (N = 647) enrolled in eight sections of Introduction to Psychology received a recruitment message for volunteering through a campus-based program. Following exposure to the recruitment message, students completed a questionnaire and two months later the enrollment records of the campus-based program were checked. Consistent with the theory of planned behavior, attitude, subjective norm and perceived behavioral control predicted intent – and intent, in turn, predicted volunteer enrollment in the campus-based program. However, less than 33% of the students with the maximum possible intention score of six subsequently enrolled to volunteer in the campus-based program.

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McFadden, Cheryl, Cathy Maahs-Fladung, and William Mallett. "Recruiting International Students to Your Campus." Journal of International Students 2, no. 2 (July 1, 2012): 157–67. http://dx.doi.org/10.32674/jis.v2i2.528.

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The purpose of this paper was to determine what institutional, program, and recruitment characteristics influenced international students to attend institutions in the United States. Two hundred sixteen international students at a Southern public research university responded to the survey (53% response rate) from 56 countries representing 8 regions. An empirical analysis using t-tests and analysis of variance was conducted to determine what characteristics international students found to be most important when selecting an institution. Regardless of degree level, all students ranked faculty/student ratio as an important program characteristic. Second, students ranked both the admission process and time to degree as important characteristics. Third, doctoral, master’s, and bachelor’s students respectively ranked funding as an important characteristic in their decision making process. There are three basic implications for recruitment officers. First, as size matters, international students need to feel connected to faculty and staff.

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Singh, Ramadhar. "Frontiers of Management Research Towards a Better Campus Recruitment." Vikalpa: The Journal for Decision Makers 12, no. 1 (January 1987): 63–64. http://dx.doi.org/10.1177/0256090919870109.

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Sutton, Halley. "Consider the recruitment benefits of on‐campus child care." Recruiting & Retaining Adult Learners 24, no. 1 (September 17, 2021): 1–5. http://dx.doi.org/10.1002/nsr.30785.

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Parvathi, K., S. Sujitha, and Allen steve. "Online Campus Selection Process." International Journal on Cybernetics & Informatics 10, no. 2 (May 31, 2021): 269–76. http://dx.doi.org/10.5121/ijci.2021.100230.

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The Present digital and technological era has facilitated the college campus recruitment process towards a manifestation of a vibrant shift in new systems of workforce engagements. The processes like gathering and compilation of information, filing of records, and all data related administrative work are done electronically, and therefore, paperwork is considerably diminished in the new model. Significantly, very less physical campus space is utilized for interview processes, and overall, consumes minimal time as compared with more traditional recruiting methods.And the super process excellence techniques is applied in the corporate with renewed focus on quality, even people recruiting has also been structured as a online flow system for steady results.

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Welch, Anthony. "Countering Campus Extremism in Southeast Asia." International Higher Education, no. 82 (September 1, 2015): 7–8. http://dx.doi.org/10.6017/ihe.2015.82.8864.

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While extremism has long been a problem in higher education, the rise of militant Islam is proving a challenge for many countries, including several Muslim nations. Campus radicalism in South East Asia, most notably Malaysia and Indonesia, has led to campaigns to counter campus extremism, although their effectiveness is not clear. Ongoing recruitment by Islamists on campus remains a problem.

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Hubbard, Susan S., and William E. Kent. "Strategies for On-Campus Recruitment: Utilizing an Introductory Hospitality Course." Hospitality & Tourism Educator 8, no. 4 (October 1996): 49–50. http://dx.doi.org/10.1080/23298758.1996.10685761.

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Dissertations / Theses on the topic "Campus recruitment"

1

Chen, Jiatian. "Comparing the Relative Effectiveness of Campus Recruitment Practices." The Ohio State University, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=osu1343754775.

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Spoon, Adrea Nicole. "IDENTIFYING CONCEPTS THAT INFLUENCE HIGH SCHOOL STUDENTS DURING A COLLEGE CAMPUS TOUR." Bowling Green State University / OhioLINK, 2006. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1143484472.

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Strnad, Martin. "Employer Branding; influencing student perception by campus management activities." Master's thesis, Vysoká škola ekonomická v Praze, 2012. http://www.nusl.cz/ntk/nusl-142100.

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The target of this thesis was to define the concept of employer branding and its relation to campus management, the activities companies do in order to attract students and promote themselves as quality employers. The theoretical research captures the marketing essence of branding and further develops it into the employer branding framework. Further research focussed on possible campus management activities. In the practical part the popularity and effectiveness of the activities were tested through several student surveys, expert interviews and own experience of the author. The result forms a basis for a recommendation of campus management strategy adjustment.

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Hall, Dennis H. H. "Impact of the Clery Act: An Examination of the Relationship between Clery Act Data and Recruitment at Private Colleges and Universities." Thesis, University of North Texas, 2017. https://digital.library.unt.edu/ark:/67531/metadc984250/.

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The problem this study addressed is the relationship between Clery Act crime data and student recruitment at private colleges and universities. For this quantitative study, I used secondary data from the Department of Education and the Delta Cost Project (2013) to conduct ordinary least squares regression analyses to determine the predictive ability of institutional characteristics, specifically the total number of crime incidents reported in compliance with the Clery Act, on the variance in number of applications and applicant yield rate at private four-year institutions in the United States. Findings showed that the total number of reported incidents was a significant positive predictor of the total number of applications. Conversely, findings also showed that the total number of incidents had a significant negative impact on institutional yield rates. An implication of this study is that although crime statistics required by the Clery Act may not serve as variables used in the student application process, they are part of numerous variables used in the student's decision to enroll at a particular school. The findings highlight the importance of prioritizing and investing in safety and security measures designed to reduce rates of crime; especially for private, enrollment-driven institutions of higher education.

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Mahmoud, Murad. "Attracting Secondary Students to STEM Using a Summer Engineering Camp." DigitalCommons@USU, 2018. https://digitalcommons.usu.edu/etd/7259.

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The purpose of this research was to study the benefits of having middle school students attend a summer camp focused on the fields of Science, Technology, Engineering and Mathematics (STEM). A lot of research funding is being used in such camps to help get more students into STEM fields as there is a lack of graduates in those fields. Therefore, it is important to understand the benefits and effectiveness of such camps. Students, teachers and parents were involved in this research. Students and teachers attended a one-week engineering camp at Utah State University while parents were involved via a blog updated daily with a summary of the activities of the day, pictures, and quotes from the students. The results show that those kinds of camps are effective at increasing students’ interest in STEM fields and in improving parents’ perceptions about those fields. Interestingly, students who started the camp with low interest in STEM fields gained a lot more from the camp than the other students. Similarly, female students also gained a lot more through the camp than male students. This leads us to believe that future camps should target students that stand to gain more from such camps.

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HUANG, YU-TING, and 黃煜婷. "A Study on Campus Recruitment in Catering Industry." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/farwqm.

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碩士
嶺東科技大學
企業管理系碩士班
106
In recent years, the domestic catering industry has been booming, but there has been no growth in the salary structure because of the salary structure in the past 20 years. According to the 1111 bank survey, in response to the globalization trend, up to 63% of the fresh graduates who graduated in 2017 are interested in going overseas, including 26.1% wishing to work for short-term assignments and 25.9% wishing to work overseas. 11.1% prefer working holiday. The main reason for overseas work is to “explore international vision, become an international talent”, “low domestic salary environment”, and “get overseas employment experience as a career plus”. In the situation where there is a shortage of talents and the situation of outflows is getting more serious, combining the various internship programs promoted by the Ministry of Education and the Ministry of Labor will help students in their studies to step into social studies and accumulate experience; they will also be able to solve the problems encountered by companies at the current stage. It is not easy to be troubled and reach a mutual win-win situation. This study uses qualitative research methods to conduct in-depth interviews with human resources personnel in related industries to understand the talent needs of the catering services industry in the campus recruitment category.

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郭惠美. "The Study on the Campus Recruitment Strategy and its Impact on Hi-Tech Companies." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/79304958152285911377.

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碩士
國立新竹教育大學
人力資源發展研究所
99
The goal of this study was two-fold. First, it assessed the strategies, methods, mediums, and effectiveness executed by hi-tech companies for campus recruitment. Secondly, it further investigated the potential difficulty encountered during the recruiting process and the likely corporate units to be involved to determine whether the campus recruitment had any added value or impact to the companies themselves. The data was collected from human resource managers in hi-tech enterprises through snowball sampling and in-depth interviews, the research findings are listed respectively as follows: 1. For entry level employees, in terms of the recruiting mediums, hi-tech companies were mostly likely to take advantage of on-line job search engines, current employees as a referee, and substitutional military service. 2. The methods and mediums of recruitment were generally proposed by the human resource staff and determined by the human resource managers. 3. The shrinkage in the talent pool caused by decreasing birth rate and insufficient support from Engineering departments were two common obstacles in the recruiting process. For a successful recruiting event to take place, it was necessary for the human resource staff to communicate with the managers of Engineering departments for common consensus and to request resources from top management. 4. Early involvement in the target departments and schools was the most effective practice of recruiting their graduating students for any specific company. This was usually achieved by allocating company resources to the target academic organizations to create a close bonding between the two parties. 5. The company’s social image played an important part in the successful campus recruitment. Therefore, to promote a company’s image and enhance its branding were more likely to generate the added value.

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LEONG, WEE-CHENG, and 梁偉成. "The Relationships of Employer Knowledge Increment and Organizational Attraction: The Moderating Effect of Campus Recruitment Types." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/47311127161151474264.

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碩士
東海大學
企業管理學系碩士班
104
Based on Cable and Turban (2001), this study extends employer knowledge as a dynamic construct, and aims to investigate the effects of incremental employer knowledge on organizational attraction. This study also distinguishes the dimensions of incremental employer knowledge as employer familiarity, employer image (including job information and employee information) and employer reputation, recalling the dynamic processes of Lievens (2001). This study also propose that the types of campus recruiting moderate the relationships between incremental employer knowledge and organizational attraction. Survey data was collected from 477 undergraduate’s students participating in three campus recruitment activities (job fair, corporate visit, and recruitment orientation). Results showed that the incremental employer image (including job and employee information) was positively related to organizational attraction. Moreover, results of the sub-group analysis showed that different dimensions of incremental employer knowledge was related to organizational attraction in specific campus recruitment activity.

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Yu-MinLin and 林育民. "A Study of the Influential Factors of the Registration Rate of Campus Recruitment for Accounting Firms." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/84nv36.

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碩士
國立成功大學
高階管理碩士在職專班(EMBA)
106
In recent years, accounting firms in Taiwan are facing internal and external threats. Internal threats are decreasing accounting events which lead to fierce price- cutting competitions between competing firms, resulting in imbalance between the demand for and supply of quality chartered accountants. External threats are results of Taiwan’s isolation under the wave of regional economic integration. If Taiwan continues to be isolated, price-cutting competitions would become even more fierce, willingness of high school graduates choosing accounting as an academic major in University and bachelors exploring the field of accounting in graduate schools would be lowered, which further leads to even more scarce human resources in accounting. Existing studies neglect investigating the factors affecting registration rate of accounting graduates to accounting firms from the perspective of campus recruitment for accounting firm. Campus recruitment is imperative for recruitment of the Big Four in current practice. Therefore, this research investigates the critical factors affecting the registration rate of accounting graduates to accounting firms though questionnaires of AHP, with accounting graduates of Taiwan as the research target. Results of this research have shown that among the four dimensions in the first layer of “factor model which campus recruitment affects registration rate” developed by expert validity, “skills for work” is utmost important, following by “working condition”, “interpersonal relationship” and “corporate valuation”. Among the ten critical factors in the second layer, “working place” has the highest weight, following by “explicit skill for work”, “family relationship”, “implicit skill for work”, “chances for expatriate”, “brand image”, “peer relationship”, “Teacher- Student relationship”, “campus recruitment orientation” and “human resource management measures”. Therefore, it can be derived that accounting firms should emphasize on enhancing the quality of working city, taking care the working quality and living quality of employees, devoting on the planning and fostering of vocational training programs, looking after interaction and relationship between employees and their families. Furthermore, priorities should be put on finding the ideal brand image of accounting firms for graduates during campus recruitment in order to boost the loyalty of accounting graduates for accounting firms.

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Angus, Busby Tanya L. "An exploration of campus recreation's role in student engagement." 2011. http://hdl.handle.net/1993/4863.

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Student engagement research includes student success, grade point average, persistence, recruitment, retention, and belonging (Bean, 1980; Becker, Cooper, Atkins, & Martin, 2009; Willms, 2003). Campus recreation research explores benefits, involvement, satisfaction, participation, and community (Astin, 1984; Barcelona & Ross, 2002; Dalgarn, 2001; Kovac & Beck, 1997; Tsigilis, 2009). Research considering the relationship between student engagement and campus recreation is limited. The purpose of this research was to consider the role(s) of campus recreation participation in undergraduate student engagement at a post-secondary commuter campus. A case study approach using initial exploratory interviews and follow-up focus groups explored campus recreation participation in terms of social, academic, and intellectual engagement. Participants were current full-time undergraduate students, 18-24 years old and had participated in a campus recreation activity within the past four months. Findings provided guidance for enhancing student engagement through campus recreation and contributed to and connected the existing knowledge bases of campus recreation and student engagement.

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Books on the topic "Campus recruitment"

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Phythian, Elizabeth. Student's guide to on-campus job recruitment. New York: Kaplan Educational Centers and Simon & Schuster, 1998.

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Mills, Ami Chen. CIA off campus: Building the movement against agency recruitment and research. 2nd ed. Boston, MA: South End Press, 1991.

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Publishing, Kaplan. Kaplan Student's Guide to on-Campus Job Recruitment. Kaplan, 1998.

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Mills, Ami Chen. CIA Off Campus: Building the Movement Against Agency Recruitment and Research. 2nd ed. South End Press, 1990.

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Torok-Kuzmack, Carole Elberta. FACTORS AFFECTING WORK AND LIFE OF NURSING FACULTY ENGAGED IN OUTREACH/OFF-CAMPUS BACCALAUREATE AND HIGHER DEGREE EDUCATION: FOCUS ON RECRUITMENT AND RETENTION. 1994.

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Rine, P. Jesse. Evangelical Higher Education. Edited by Michael D. Waggoner and Nathan C. Walker. Oxford University Press, 2018. http://dx.doi.org/10.1093/oxfordhb/9780199386819.013.27.

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Although they represent a relatively small segment of the private nonprofit postsecondary sector, evangelical colleges and universities carry on the educational legacy of America’s earliest institutions of higher education. The evangelical segment is a rich tapestry woven from multiple dimensions of institutional diversity. This chapter first explores the historical development of these institutions, their philosophical and religious commitments, and their organizational structures and campus ethos. Attention then turns to contemporary forms of evangelical higher education and distinguishing institutional features such as denominational status, confessional and behavioral membership requirements, and the curricular orientation and delivery format of the academic program. The chapter concludes with a discussion of contemporary challenges to the future of evangelical higher education. These include concerns related to fiscal health, faculty recruitment, and curricular direction.

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Nadel, Meryl, and Susan Scher. Not Just Play. Oxford University Press, 2019. http://dx.doi.org/10.1093/oso/9780190496548.001.0001.

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Not Just Play: Summer Camp and the Profession of Social Work offers the only book written in many decades that focuses on the relationship between social work and the summer camp movement. Is camp just play or more? This volume responds with a comprehensive treatment of this underappreciated field of practice. In addition to updating their knowledge, social workers, students, and camp professionals will benefit froem the book’s exploration of many perspectives on this subject. The text features four sections. An introduction to underlying concepts is followed by a historical perspective on the profession’s significant involvement in the development of nonprofit camps. The third section examines ways in which social workers contribute to camps: providing skilled practitioners for a range of key roles, serving as venues for research and recruitment to the profession, and providing a milieu for growth through group membership. The concluding section explores the myriad of opportunities offered by today’s camps for social workers and social work students. Not Just Play offers several distinctive and unique features. Although scholarly research is a hallmark of the book, case vignettes are incorporated into many chapters. All comprise either first-person contributions or use primary source material. In addition, numerous quotations gathered from interviews and online questionnaires are incorporated into the text, many from well-known social workers citing the impact of their camp involvement. The book will inspire its readers to incorporate the peaceful, invigorating, growth experiences of summer camp and its environs with their client systems and—perhaps—themselves.

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Book chapters on the topic "Campus recruitment"

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Kesavaraj, Geeta, and Manjula Pattnaik. "A Study on the Effectiveness of Campus Recruitment and Selection Process in IT Industries." In Lecture Notes in Mechanical Engineering, 745–57. India: Springer India, 2012. http://dx.doi.org/10.1007/978-81-322-1007-8_71.

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Scott-Baumann, Alison, Mathew Guest, Shuruq Naguib, Sariya Cheruvallil-Contractor, and Aisha Phoenix. "Conclusions." In Islam on Campus, 214–36. Oxford University Press, 2020. http://dx.doi.org/10.1093/oso/9780198846789.003.0011.

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These research findings show that the higher education research agenda can become distorted by imperatives coloured by political ideologies and a caricatured polarization of religion and secularity. These impulses originate outside the higher education sector and should be challenged. The UK universities need to improve the religious literacy of university students and to tackle ignorance towards Muslims in order for campuses to be inclusive spaces where all students can learn from the diversity around them. Islamic colleges need to interrogate some of their patriarchal assumptions about gendered roles in line with the important feminist work that their syllabi explore. This would be aided by recruitment of high profile women Islamic Studies lecturers and critical reflection on gender roles on campus. We call for the prophetic role of the universities and the Islamic colleges to be reclaimed through a transparent, joint programme of robust and critical cultural engagement for all.

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Binnall, James M., and Melissa Inglis. "Coalition Building on Campus." In Higher Education Accessibility Behind and Beyond Prison Walls, 125–51. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-7998-3056-6.ch006.

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This chapter focuses on student organizations for those with criminal convictions. In particular, this chapter examines the challenges associated with creating and maintaining such organizations. Most pointedly, the authors offer advice and direction on how to navigate potential obstacles to forming student groups comprised of convicted students. To do so, this chapter will chronicle a failed organization and a successful organization, highlighting the potential benefits of formation, obstacles to formation, and methods for successfully overcoming barriers to formation. This chapter intends to serve as a guide for faculty and staff at universities seeking to expand the concept of inclusive education by establishing student organizations dedicated to the recruitment and advancement of students with criminal histories. In sum, this chapter is a process analysis informed by the perspectives of two faculty advisors to such student organizations from distinct cultural and political settings.

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Zimmerman, Aaron Samuel, and Andrew S. Herridge. "Campus Climate and the Theory of Gender Performativity." In Diversity, Equity, and Inclusivity in Contemporary Higher Education, 226–42. IGI Global, 2019. http://dx.doi.org/10.4018/978-1-5225-5724-1.ch014.

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The objective of this chapter is to outline the theory of gender performativity and to discuss its implications for researchers and policymakers in higher education. This chapter will examine the manner in which the measurement tools and recruitment methods utilized by research in higher education may serve to reinforce particular ontological assumptions about gender. If institutions of higher education aspire to serve their diverse student populations as inclusively as possible, it may be valuable for researchers and policymakers to consider the notion that gender is a social construct that is continually open to experimental performance.

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Smith, Christi M. "Inside Interracial Colleges, 1837–1880." In Reparation and Reconciliation. University of North Carolina Press, 2016. http://dx.doi.org/10.5149/northcarolina/9781469630687.003.0003.

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This chapter provides a local analysis of lived experiences on three integrated college campuses – Berea (KY), Howard (DC) and Oberlin (OH). Selected from among thirty colleges open to blacks and whites after 1870, these three were widely endorsed as models for replication by important cultural, political, and media figures. Diaries and personal letters from college presidents, students, and others reveal the intensity with which campus-level actors were attached to the ideal of integration. Administrative reports, budgets, fundraising materials and detailed minutes from Board of Trustee meetings illustrate decision-making processes and practices in structuring racial contact on campus. Fundraising materials, including speeches, pamphlets and letters to donors show how the colleges depicted their mission to potential students, donors, and policymakers; an independently-constructed data set of over four hundred newspaper articles shows how these colleges were portrayed to readers across the United States. Berea, Howard, and Oberlin differed in racial composition, recruitment strategies, and black representation on faculty and administration. Despite variation on key factors thought to predict inter-racial cooperation, on-campus dynamics were insufficient to resist segregationist pressures from beyond the campus gates.

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Wynne, Carlise Womack. "Cultivating Leaders from Within." In Professional Development and Workplace Learning, 1675–91. IGI Global, 2016. http://dx.doi.org/10.4018/978-1-4666-8632-8.ch091.

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This chapter examines the practice of internal recruitment and internal advancement of administrative personnel within higher education. The purpose of this chapter is to determine the perceived success of one campus's approach to internal promotion from the view of the promoted. Additionally, the chapter discusses the rationales for promotees' views in relation to current literature and provides a contextual analysis of best practices related to internal promotion within higher education forums. The data analysis indicates that even within a single campus, practices vary widely, with little consistency or predictability. There is a correlation between the perceptions of job efficacy to support and access to mentoring from higher-level administration.

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Wynne, Carlise Womack. "Cultivating Leaders from Within." In Handbook of Research on Transnational Higher Education, 42–58. IGI Global, 2014. http://dx.doi.org/10.4018/978-1-4666-4458-8.ch003.

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This chapter examines the practice of internal recruitment and internal advancement of administrative personnel within higher education. The purpose of this chapter is to determine the perceived success of one campus’s approach to internal promotion from the view of the promoted. Additionally, the chapter discusses the rationales for promotees’ views in relation to current literature and provides a contextual analysis of best practices related to internal promotion within higher education forums. The data analysis indicates that even within a single campus, practices vary widely, with little consistency or predictability. There is a correlation between the perceptions of job efficacy to support and access to mentoring from higher-level administration.

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Hill, Christopher. "Developing and Supporting the Internationalisation of Research Capacity." In Handbook of Research on Transnational Higher Education, 232–46. IGI Global, 2014. http://dx.doi.org/10.4018/978-1-4666-4458-8.ch013.

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The internationalisation of education is a common and perhaps overused term that is still little understood. Developments have been made in the areas of recruitment, overseas delivery, and branch campus creation, but the extent to which our institutions are truly “international” is debatable, especially in light of the fact that few can agree on what is meant by the term itself. The need to collaborate, discuss, reflect, and learn from others is vital for developing nations and developed nations alike. It is in the process of sharing best practice that best practice can itself be developed and further enhanced. Engagement, on a glocal scale, can support integrated learning, contextual understanding, and the internationalisation of research capacity and as such, is an area for further review and reflection.

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Nadel, Meryl. "Recruitment to the Profession." In Not Just Play, 134–48. Oxford University Press, 2019. http://dx.doi.org/10.1093/oso/9780190496548.003.0011.

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“Recruitment to the Profession” discusses the key role that nonprofit camps have long played in the recruitment of new social workers. Early efforts were uneven and uncoordinated. During the 1950s and 1960s, shortages in the field impelled recruitment efforts, culminating in the National Commission for Social Work Careers and its recruitment committees. One such committee and its Summer Experience in Social Work Program are detailed. Camps provided paid summer jobs, supervision, a seminar class, and a final two-day workshop, all with the goal of testing interest in and potential for social work. Social Work Seminar, the recruitment program of Camp Wel-Met, is described. The camp experience along with social work values conveyed by camp staff often inspire or confirm a decision to enter the profession. The chapter concludes with reminiscences from social workers about camp experiences and their choice of social work as a career.

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Sansotta, Ashley Marie. "Promoting U.S. Community Colleges in Sweden." In International Student Mobility and Opportunities for Growth in the Global Marketplace, 261–78. IGI Global, 2018. http://dx.doi.org/10.4018/978-1-5225-3451-8.ch017.

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In this study, the author used a qualitative case study research method to explore Swedish educational agents' perspectives of the community college system in the United States, their experiences in marketing community colleges in Sweden, and the factors that may lead to or prohibit the success in recruiting Swedish students for U.S. community colleges. The findings revealed that agents are aware of the key benefits of attending a U.S. community college: affordability, simple admissions process, and university transfer options. Disadvantages were also noted, which included the absence of experiencing a typical American college experience and lack of on-campus housing. The marketing tactics that the agencies used ranged in size and scope. The results of this study can be used to develop successful international student recruitment and marketing strategies in Sweden.

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Conference papers on the topic "Campus recruitment"

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Yang, Xin. "Research on the Risks of Campus Recruitment." In 6th International Conference on Electronic, Mechanical, Information and Management Society. Paris, France: Atlantis Press, 2016. http://dx.doi.org/10.2991/emim-16.2016.104.

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Guo, Zhiqin, and Xue Zhang. "Analysis on Influencing Factors of Campus Recruitment Effectiveness." In 2017 International Conference on Education, Culture and Social Development (ICECSD 2017). Paris, France: Atlantis Press, 2017. http://dx.doi.org/10.2991/icecsd-17.2017.50.

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Hu, Xiangpei, Lirong Wu, Chao Li, and Minfang Huang. "SMS-based Mobile Recommendation System for Campus Recruitment in China." In 2011 Tenth International Conference on Mobile Business, ICMB. IEEE, 2011. http://dx.doi.org/10.1109/icmb.2011.30.

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Zhang, Ying, Xuanping Luo, Chen Zhong, Xinghua Cai, and Xiang Gao. "Research on The Effectiveness of Campus Recruitment Based on Big Data." In 2019 International Conference on Smart Grid and Electrical Automation (ICSGEA). IEEE, 2019. http://dx.doi.org/10.1109/icsgea.2019.00095.

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Lu Shumin and Rao Yuan. "Research on Campus Recruitment management platform based on dynamic electronic commerce." In 2010 2nd International Conference on Information Science and Engineering (ICISE). IEEE, 2010. http://dx.doi.org/10.1109/icise.2010.5690003.

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Al-Zaghir, Sadeq, Sibel T. Ozyer, and Mohammed Al-Dagdoog. "Recruitment of security features for securing VTP3 domain in campus environment." In 2017 International Conference on Computer Science and Engineering (UBMK). IEEE, 2017. http://dx.doi.org/10.1109/ubmk.2017.8093390.

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Backhouse, Laura, Daniel Wheatley, and Nick Michell. "P351 Consultant recruitment and retention – what applicants seek in a post. A regional survey." In Abstracts of the BSG Campus, 21–29 January 2021. BMJ Publishing Group Ltd and British Society of Gastroenterology, 2021. http://dx.doi.org/10.1136/gutjnl-2020-bsgcampus.425.

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Li, Yanming, and Li Xiang. "Research on the Employability of College Graduates from the Perspective of Employers Based on a Questionnaire Survey for Campus Recruitment Orgnizations in Jilin Province." In Proceedings of the 4th International Conference on Contemporary Education, Social Sciences and Humanities (ICCESSH 2019). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/iccessh-19.2019.345.

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D’Sena, Peter. "Decolonising the curriculum. Contemplating academic culture(s), practice and strategies for change." In Learning Connections 2019: Spaces, People, Practice. University College Cork||National Forum for the Enhancement of Teaching and Learning in Higher Education, 2019. http://dx.doi.org/10.33178/lc2019.13.

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In 2015, students at the University of Cape Town called for the statue of Cecil Rhodes, the 19th century British coloniser, to be removed from their campus. Their clarion call, in this increasingly widespread #RhodesMustFall movement, was that for diversity, inclusion and social justice to become a lived reality in higher education (HE), the curriculum has to be ‘decolonised’. (Chantiluke, et al, 2018; Le Grange, 2016) This was to be done by challenging the longstanding, hegemonic Eurocentric production of knowledge and dominant values by accommodating alternative perspectives, epistemologies and content. Moreover, they also called for broader institutional changes: fees must fall, and the recruitment and retention of both students and staff should take better account of cultural diversity rather than working to socially reproduce ‘white privilege’ (Bhambra, et al, 2015) Concerns had long been voiced by both academics and students about curricula dominated by white, capitalist, heterosexual, western worldviews at the expense of the experiences and discourses of those not perceiving themselves as fitting into those mainstream categories (for an Afrocentric perspective, see inter alia, Asante, 1995; Hicks & Holden, 2007) The massification of HE across race and class lines in the past four decades has fuelled these debates; consequentially, the ‘fitness’ of curricula across disciplines are increasingly being questioned. Student representative bodies have also voiced the deeper concern that many pedagogic practices and assessment techniques in university systems serve to reproduce society’s broader inequalities. Certainly, in the UK, recent in-depth research has indicated that the outcomes of inequity are both multifaceted and tangible, with, for example, graduating students from Black, Asian and Minority Ethnic (BAME) backgrounds only receiving half as many ‘good’ (first class and upper second) degree classifications as their white counterparts (RHS, 2018). As a consequence of such findings and reports, the momentum for discussing the issues around diversifying and decolonising the university has gathered pace. Importantly, however, as the case and arguments have been expressed not only through peer reviewed articles and reports published by learned societies, but also in the popular press, the core issues have become more accessible than most academic debates and more readily discussed by both teachers and learners (Arday and Mirza, 2018; RHS, 2018). Hence, more recently, findings about the attainment/awarding gap have been taken seriously and given prominence by both Universities UK and the National Union of Students, though their shared conclusion is that radical (though yet to be determined) steps are needed if any movements or campaigns, such as #closingthegap are to find any success. (Universities UK, 2019; NUS, 2016; Shay, 2016)

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Pedvis, L. G., T. Wong, J. Wylie, and M. M. Frojmovic. "DIFFERENTIAL INHIBITION OF THE PLATELET ACTIVATION SEQUENCE: SHAPE CHANGE, MICRO- AND MACRO- AGGREGATION, BY A STABLE PROSTACYCLIN ANALOGUE (IL0PR0ST)." In XIth International Congress on Thrombosis and Haemostasis. Schattauer GmbH, 1987. http://dx.doi.org/10.1055/s-0038-1643451.

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The relative sensitivities of ADP-induced activation, and prostaglandin-mediated inhibition, were determined for rates of platelet shape change (SC), early platelet recruitment measured by electronic particle counting (PA), and turbidometrically-measured aggregation (TA). Studies were performed in stirred citrated platelet-rich plasma from 7 healthy human donors. The [ADP]½ ([ADP] giving half maximal rate) was determined for the sequence of activation steps expanding on Holmsen’s classical scheme: unactivated platelets → SC → PA → TA. Distinct ADP sensitivities were obtained from log dose-response studies, with a relative dose dependency in the order of [ADP] ½ TA → [ADP] ½ PA → [ADP]> SC of 4:3:1. Sex differences in ADP sensitivities ([ADP]½), for rates of early platelet recruitment measured at 3 seconds were studied from a pool of 20 females and 19 males. Values obtained between the two sexes were comparable (p > 0.05) and independent of hematocrit. Differential inhibition of the above activation scheme was evaluated with Iloprost (ZK 36 374), a stable carbacyclin analogue of prostacyclin (PGI2), with similar potency as PGI2 for the same platelet receptors. Log dose - response curves for inhibition were measured at one high [ADP] (> 1.5 μM) for all 3 parameters, or at respective [ADP]½ values for each parameter. IC5u values ([ZK J causing 50% of inhibition) for inhibition of TA:PA:SC were found in the relative ratios of ∽ 1:3:5, when normalized and expressed as nM ZK per pM ADP used as activator. Thus, ∽ 3x and ∽ 5x more ZK, and likely PGI2, is required to respectively inhibit PA and SC, than that needed to inhibit TA. As observed above for activation, no sex differences in ZK sensitivities were observed (p > 0.1) for 6 males and 6 females. The range of ZK used in this study was below the threshold (∽ 3 nM) generally reported for measurable increases in total basal cyclic 3’ ,5’ adenosine monophosphate (cAMP). This suggests that for each parameter, any increase in cAMP may be associated with selective intracellular pools. The relationship between ZK or PGI2 and intracellular signals remains to be determined.

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Reports on the topic "Campus recruitment"

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A Redesigned Engagement and Recruitment Strategy forEngineering Technology Programs at a Regional Campus. Purdue University, August 2018. http://dx.doi.org/10.5703/1288284316837.

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