Relevant bibliographies by topics / Employee recruitment

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Employee recruitment'

Author: Grafiati
Published: 4 June 2021
Last updated: 25 April 2022

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Journal articles on the topic "Employee recruitment"

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Breaugh, James A. "Employee Recruitment." Annual Review of Psychology 64, no. 1 (January 3, 2013): 389–416. http://dx.doi.org/10.1146/annurev-psych-113011-143757.

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Collins, Sandra K. "Employee Recruitment." Health Care Manager 26, no. 3 (July 2007): 213–17. http://dx.doi.org/10.1097/01.hcm.0000285011.80655.70.

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Sarinah, Sarinah, Rahmat Simon Gultom, and Asep Ali Thabah. "THE EFFECT OF RECRUITMENT AND EMPLOYEE SELECTION ON EMPLOYEE PLACEMENT AND ITS IMPACTS TOWARDS EMPLOYEE PERFORMANCE AT PT SRIWIJAYA AIR." JURNAL MANAJEMEN TRANSPORTASI DAN LOGISTIK 3, no. 1 (July 25, 2017): 101. http://dx.doi.org/10.25292/j.mtl.v3i1.145.

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Sriwijaya Air realizes the importance of candidates selection of process, because this process will result in employees in accordance with the prescribed qualifying so as to achieve a performance from these new employees. The purpose of this study was to determine the effect of the implementation of the recruitment and placement of employees selection and its impact on the performance of employees of PT Sriwijaya Air Jakarta. The analytical method used is the method of path analysis. The results showed that recruitment and selection variables influence significantly on the placement of employees. Likewise, employee placement variable influence significantly on the performance of employees of PT Sriwijaya Air Jakarta. However, only recruitment variable that Significantly influence on employee performance. Recruitment is one - the only variable that has direct influence on employee performance. While selection and placement of employees variable do not affect the performance of employees.
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Widyani, Anak Agung Dwi, and I. Wayan Agus Permana Putra. "Pengaruh Rekrutmen dan Promosi Jabatan Terhadap Kinerja Karyawan Pada PT. Bank Sinarmas Cabang Denpasar." WIDYA MANAJEMEN 2, no. 1 (February 1, 2020): 80–88. http://dx.doi.org/10.32795/widyamanajemen.v2i1.551.

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This research was conducted based on differences in the focus of the discussion about recruitment and promotion of employee performance. Besides, there are also research problems about the decline in employee performance at PT Bank Sinarmas Denpasar Branch. This study aims to examine and analyze the effect of recruitment and promotion of position on employee performance. This research was conducted at PT Bank Sinarmas with a population and the sample of this study amounted to 87 respondents. All data obtained from the questionnaire distribution are feasible to use, then analyzed using SPSS 24.0. The results of the study give the meaning that recruitment has a positive and significant effect on employee performance; job promotion has a positive and significant effect on employee performance; recruitment and promotion have a positive and significant effect on employee performance. This research implies that recruitment can be improved by taking into account the basic indicators of recruitment, recruitment sources, and recruitment methods so that employee performance increases. Job promotion can be increased by taking into account indicators of employees who are loyal and with integrity, creativity, and initiative, more value than other employees, can provide solutions not only complaint and professional in working so that employee performance increases. Finally, employee performance can improve by taking into account indicators of quality, quantity, timeliness, effectiveness, and independence.
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Huseynova, Aydan, Jana Matošková, and Ales Gregar. "Linking employer branding and firm-level performance: The case of Azerbaijani firms registered on Glassdoor." Problems and Perspectives in Management 20, no. 1 (January 27, 2022): 128–42. http://dx.doi.org/10.21511/ppm.20(1).2022.12.

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In today’s competitive labor market, firms use employer branding strategies to engage their workforce for better performance. However, the current understanding of the role of employer branding in firm-level performance in the context of developing countries is very limited. This study aims to investigate the importance of employee retention and recruitment efficiency to strengthen the relationship between employer branding and firm-level performance. Data are collected from 316 Azerbaijani firms that are tagged by the Glassdoor and reviewed by former employees. Structural equation modeling is used to test the hypotheses. The results of the study show that employer branding can enhance firm-level performance through employee retention and recruitment efficiency. However, online employee reviews on the Glassdoor do not moderate the connection between employer branding and employee retention. Current employees feel motivated to continue working with those companies which show excellent employer strategies. Furthermore, a firm’s strategy to attract the best employee pool improves firm-level performance. It is also concluded that employees working in developing countries do not concern about online reviews on their employer, and prefer to continue working despite contrary thoughts. Acknowledgment Author acknowledges the financial support provided by Internal Grant Agency (IGA/FaME/2019/008) of FaME through Tomas Bata University in Zlin, Czech Republic.
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Hery, Hery, Raphael Christopher, Andree E. Widjaja, and Suryasari Suryasari. "Pengembangan Aplikasi Manajemen Rekrutmen Karyawan Menggunakan Metode Profile Matching." INTENSIF: Jurnal Ilmiah Penelitian dan Penerapan Teknologi Sistem Informasi 3, no. 1 (February 1, 2019): 81. http://dx.doi.org/10.29407/intensif.v3i1.12588.

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Human Resources (HR) is one of the important aspects in the company, because it will manage many aspects such as technology, resources, and capital, therefore the process of hiring and allocating training is important in the company. Human Resource Departement (HRD) is responsible for recruiting new employees and developing training programs to equip employees or prospective employees. The Recruitment process consist of three steps: CV gathering, psychotest work, and interview). In PT. XYZ recruitment process is done manually,Therefore an application is required that can support the decision-making process in the employee recruitment process that can analyze the appropriate training for prospective employees. Employee recruitment applications development and allocation of employee training using the System Development Life Cycle (SDLC) system development methodology. For employee training allocation system with profile matching method. The Final result from this research is an application that could support HRD in recruitment process and training allocation.
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Eryana, Eryana, and Anugrah Indah. "Pengaruh Rekrutmen Dan Pengembangan Karyawan Terhadap Kinerja Karyawan Di Radio Republik Indonesia (RRI) Bengkalis." IQTISHADUNA: Jurnal Ilmiah Ekonomi Kita 9, no. 1 (June 26, 2020): 15–24. http://dx.doi.org/10.46367/iqtishaduna.v9i1.207.

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One important factor in sustaining the company's existence in advancing quality is by way of recruitment efforts to find prospective employees who meet certain requirements so that from them the company can choose the most appropriate people to fill existing vacancies. A clean and healthy company is certainly due to good employee performance. Employee performance will improve if employees are given the training to improve abilities and also a clear career development program. This research aims to determine the effect of recruitment and career development on employee performance in the Radio Republic of Indonesia of Bengkalis. The populations in this research were all employees of the Radio Republic of Indonesia Bengkalis, amounting to 13 people. The results showed that employee recruitment and development influenced employee performance.
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Widnyani, Ni Made. "REKRUTMEN, SELEKSI, PENEMPATAN DAN KINERJA KARYAWAN." E-Jurnal Manajemen Universitas Udayana 9, no. 11 (November 24, 2020): 3558. http://dx.doi.org/10.24843/ejmunud.2020.v09.i11.p07.

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This research was conducted to determine the influence of the recruitment, selection, placement and performance of employees at PT. Bumi Sentosa which is still trusted to be the service provider, especially in the field of technical service. This research was conducted by analyzing the relationship between variables recruitment, selection, placement and performance of employees. This research was conducted by questionnaire method and the type of research is quantitative. Statistical analysis and hypothesis testing using Structural Equation Modeling (SEM) with Amos as the application program. Respondents in this research were employees of technical service at PT. Bumi Sentosa with a sample number of 110 people. The results showed that the influence of recruitment to the placement was significant, the influence of selection to the placement is significant, the influence of the placement to the employee's performance is significant, the influence of recruitment to employee performance is significant and the influence of selection to the performance of employees is significant too, which means the entire hypothesis is verified. This research shows that more better of recruitment, selection and placement conducted by PT. Bumi Sentosa, the performance of employees will more better too. Keyword : recruitment, selection, placement, employee performance
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Clifford Tizhe Oaya, Zirra, James Ogbu, and Grace Remilekun. "Impact of Recruitment and Selection Strategy on Employees’ Performance: A Study of Three Selected Manufacturing Companies in Nigeria." INTERNATIONAL JOURNAL OF INNOVATION AND ECONOMIC DEVELOPMENT 3, no. 3 (2017): 32–43. http://dx.doi.org/10.18775/ijied.1849-7551-7020.2015.33.2003.

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Employee performance is vital to all business enterprises in both developed and developing economies. The increase in the rate of business failure, closure and employees poor performance in terms of productivity in Nigeria is alarming. For organization to be sustained, employees have crucial roles to play in order to ensure that organizations attain competitive advantage over the competitors across the globe. The study examined the recruitment and selection strategy on the employee performance in the real sector using descriptive survey research design. The inferential statistics used is the “one sample T-test” to find the level of relationship between recruitment/selection strategy and employee performance. The study revealed that the use of recruitment agency and internal employee recommendation in the recruitment/selection process enables organization to recruit committed and productive employees while the recruitment through the influence of host community leads to organizational inefficiency. The study therefore, recommends that Organizations can make use of employment agencies in the act of recruitment and selection but should be open to disclose the job description and responsibility to them. Acceptance of referred candidates from committed and active employees for employment was also recommended as it enhances mentoring, monitoring, obedience and coaching among employees. It was also advised that recruitment/selection should be based on the capability of the candidates to perform the job responsibilities than consideration based on host community influences.
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Slavković, Marko, Goran Pavlović, and Marijana Simić. "Employee recruitment and its relationship with employee satisfaction: Verifying the mediating role of the employer brand." Ekonomski horizonti 20, no. 2 (2018): 127–39. http://dx.doi.org/10.5937/ekonhor1802127s.

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Dissertations / Theses on the topic "Employee recruitment"

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Karas, Melissa M. "Recruitment and retention from a to z variables for all organizations to consider /." Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 2005. http://www.kutztown.edu/library/services/remote_access.asp.

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Thesis (M.P.A. )--Kutztown University of Pennsylvania, 2005.
Source: Masters Abstracts International, Volume: 45-06, page: 2945. Typescript. Abstract precedes thesis as 1 leaf ( iii ). Includes bibliographical references (leaves 70-72 ).
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Frye, N. Kathleen. "Pre-employment knowledge measurement and relationship to recruitment methods and previous job and organizational exposure /." Diss., St. Louis, Mo. : University of Missouri--St. Louis, 2007. http://etd.umsl.edu/r2421.

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Mokoditoa, Jocelyn Molly. "Academic staff recruitment and retention strategies at the University of Limpopo." Thesis, University of Limpopo (Turfloop Campus), 2011. http://hdl.handle.net/10386/393.

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Thesis (MPA)--University of Limpopo, 2011
The paper examines the causes of the high turn-over rate and the non-retention of the academic staff at the University, and come up with possible solutions to curb the problem. The study addresses the factors that affect the academic staff recruitment and retention strategies. The paper further address identification of factors contributing to the high turnover rate of the academic staff at the University of Limpopo, analyze causes of the problems, work on the feedback obtained from interviewees, and make recommendations that will enable the University to come up with possible and implementable strategies for the recruitment and retention of the academic staff. This was evident by the results of the study through the literature review and the interviews held that academic staff recruitment and retention is a problem. It is therefore advisable for the University to take note of the results of this study, and that there should be a turn-around strategy that could be implemented and monitored. The Human Resource department should have a database that tracks the career path of all academic staff, and notify all appointees who are coming up for tenure. This notice could go out at the start of the last but one year before the appointees become eligible for appointment with tenure. The university must develop a culture of reasonable, clearly articulated, and enforced deadlines for processing applications for promotion. Human Resources department have a role to play in the promotion process as well. Access to information about the promotion process can be enhanced by revamping the websites for some of the institutions which are not really helpful in this respect. Relevant documents (e.g., conditions of service, appointment and promotion guidelines, benefits) can then be made accessible via institutional websites in a very organized manner than is currently the case in many universities
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Snyders, Curtis. "Evaluating recruitment practices at the auditor general of South Africa." Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/d1021189.

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This research study evaluated recruitment practices at the Auditor-General of South Africa (AGSA). The AGSA recruit highly skilled talented individuals in a country with a problem with a shortage of skills. Recruitment at the organisation is therefore an important function and key to the success of the AGSA. There is no clear indication that the AGSA, when filling vacancies, should recruit from its internal resources or recruit externally. This research looked to establish an ideal ratio between the recruitment from internal and external employees. To achieve the objectives, a literature review was conducted to determine the various combinations of recruitment. The literature was divided into talent management, internal and external recruitment, as well as succession management. The research took the form of a case study, looking at recruitment practices within the AGSA. A questionnaire was developed to gather information from employees in the AGSA, around their assessment of recruitment and their opinion on internal and external recruitment. The questionnaire was distributed online and various levels of employees within the organisation participated in responding to the questionnaire. The most recent recruitment reports were presented and analysed. Information was gathered from literature on recruitment and the AGSA employee’s by means of an online questionnaire. Recommendations were made to the AGSA taking into consideration the current practices within the organisation and the research undertaken for this dissertation.
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Derenia, Colleen Marie. "The relationship between recruitment source and employee performance." CSUSB ScholarWorks, 1992. https://scholarworks.lib.csusb.edu/etd-project/757.

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Relationships between recruitment referral sources and performance, work skills, inter-personal skills, attendance, retention, gender, ethnicity, age, etc. -- Formal recruiting (radio, tv, newspaper, employment/placement office) -- Informal recruiting (employee referrals, walk-ins, etc.).
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Williams, David M. "The identification of leadership capabilities prior to the recruitment and selection of individuals for leadership roles." Graduate School of Business, Faculty of Commerce, 2008. http://ro.uow.edu.au/theses/117.

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Writing and research in the field of leadership has reached voluminous proportions resulting in many perceptions of the leadership concept. Rather than attempting to reach consensus on what leadership is, it is posited that what matters, is what leadership is required to do. Knowing what is required of leadership assists in the identification of the leadership capabilities necessary to support a leader in delivering a leadership outcome. In the recruitment and selection of leaders it is crucial that the most appropriate leadership capabilities be identified prior to commencement of the process so that the person with the most suitable leadership capabilities is appointed. This thesis addresses the problem of the identification of leadership capabilities prior to the recruitment and selection of leaders through the development of a conceptual model that links the intent of the leadership role with performance outcomes and the context in which the leadership role resides.
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Makeleni, Xolani. "A review of the Lukhanji Local Municipality's recruitment and retention policy." Thesis, University of Fort Hare, 2016. http://hdl.handle.net/10353/1808.

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Richards, Debra L. "Recruitment and retention of women in the steamfitter/refrigeration apprenticeships of Madison and southeastern Wisconsin." Online version, 2008. http://www.uwstout.edu/lib/thesis/2008/2008richardsd.pdf.

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Joubert, Carolien. "The role of talent management in the recruitment and retention of a high performance workforce." Thesis, Stellenbosch : Stellenbosch University, 2003. http://hdl.handle.net/10019.1/53682.

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Thesis (MBA)--Stellenbosch University, 2003.
ENGLISH ABSTRACT: The purpose of this research is firstly to theoretically describe the concept of talent management and determine the role thereof in the recruitment and retention of a high performance workforce. Secondly the experience of organisations and Recruitment Practitioners in the Cape Peninsula towards talent management is described through the utilisation of phenomenological research principles. The theoretical concepts determined are compared to the actual status quo that presently exists in the marketplace to determine the gaps that resides. The literature investigation concentrated on the central aspects pertaining to this study namely a clear definition of talent management principals, recruitment trends that currently influences the world of work. talent retention practises and the development of an integrated talent management system. The phenomenological investigation was conducted through interviews with selected Human Resource professionals and Recruitment Practitioners in the Cape Peninsula. Carefully constructed open-ended questionnaires were utilised in the interviews. Four themes emerged from the investigation centring on the general principles of talent management, the understanding versus application of talent management, organisational recruitment, retentions practises and the role of the Recruitment Practitioner. From the study it is clear that talent management principles are still not entrenched in organisation especially regarding the retention of their workforce as well as the establishment of an integrated approach towards talent management. An emerging realisation of the importance of talent management existed among the respondents interviewed, however true application is still within a development phase. The role of Recruitment Practitioners and their relationship towards organisations in the recruitment and selection of talent is also scrutinised. It becomes evident that Recruitment Practitioners operate within a highly competitive and volatile market necessitating certain survival techniques that is in contrast to the principals pertaining to proper talent management practises.
AFRIKAANSE OPSOMMING: Die doel van hierdie navorsing is om eerstens die aspekte random talent bestuur teoreties te beskryf en sodoende die rol daarvan in terme van die werwing en behoud van 'n uitstaande arbeidsmag te bepaal. Die tweede aspek van die studie wentel rondom 'n fenomenologiese ondersoek wat die ervaring van organisasies en werwings agente in die Kaapse Skiereiland in terme van talent bestuur beskryf. Die teoretiese beginsels wat bepaal is word dan vergelyk met die werklike stand van sake en die gapings word ge"identifiseer. Die literatuurondersoek fokus op die sentrale aspekte van die studie naamlik 'n duidelike definisie van talent bestuur, werwings tendense wat huidig in die mark voorkom, talent behoud in organisasies en die ontwikkeling van 'n geintegreerde talent bestuur sisteem. In die fenomenologiese ondersoek is gebruik gemaak van onderhoude met gekose personeel beamptes as ook werwings agente in die Kaapse Skiereiland. Spesiaal ontwikkelde vraelyste is gebruik vir die onderhoude. Uit die ondersoek ontvou vier temas wat sentreer om, 'n vergelyking van die begrip en die werklike toepassing van talent bestuur, werwings beginsels in organisasies, talent behoud praktyke en die rol van werwings agente. Dit blyk duidelik dat talent bestuur praktyke nog steeds nie geintegreer is in organisasies nie spesifiek in terme van talent behoud en die ontwikkeling van 'n geintegreerde talent bestuur benadering. Respondente het wel die belangrikheid van talent bestuur besef, maar die toepassing hiervan is steeds in 'n ontwikkelings fase. Die studie het ook 'n noukeurige ondersoek gedoen in terme van die rol wat werwings agente speel in terme van die werwing van hoë kwaliteit werknemers in organisasies. Dit blyk duidelik dat werwings agente onder baie wispelturige toestande in 'n hoogs kompeterende mark werk. Dit het sekere faktore tot gevolg wat kontrasteer met die praktyke van talent bestuur.
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Wong, Yuk-king Daisy, and 黃玉琼. "An evaluation of the recruitment and selection system in Radio Television Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1986. http://hub.hku.hk/bib/B31974958.

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Books on the topic "Employee recruitment"

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Currie, Julia. Recruitment & selection. Manchester: Open College, 1995.

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Plumbley, Philip. Recruitment and selection. 5th ed. London: Institute of Personnel Management, 1991.

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Barbieri, John. Guide to employee recruitment & hiring. Boston, Mass: Warren, Gorham & Lamont, 1996.

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Brownfield, Robert L. Recruitment and orientation. [Atlanta, Ga.?]: HHS, PHS, CDC, 1985.

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Elias, Peter. Recruitment in local labour markets: Employer and employee perspectives. [London]: [Department of Employment], 1991.

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Elias, Peter. Recruitment in local labour markets: Employer and employee perspectives. Sheffield: Department of Employment, 1993.

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Selection & recruitment: A critical text. New York: Palgrave Macmillan, 2004.

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Tim, Payne, ed. Competency-based recruitment and selection. Chichester: Wiley, 1998.

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Marcotte, Paul. Recruitment and selection. Hague, Netherlands: ISNAR, International Service for National Agricultural Research, 1990.

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Green, Lori. Best practices in recruitment and retention. Waterford, CT: Bureau of Business Practice, 1998.

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Book chapters on the topic "Employee recruitment"

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Riggio, Ronald E. "Employee Recruitment, Selection, and Placement." In Introduction to Industrial/Organizational Psychology, 90–109. Seventh Edition. | New York : Routledge, [2017] | Revised edition of the author’s Introduction to industrial/organizational psychology, 2013.: Routledge, 2017. http://dx.doi.org/10.4324/9781315620589-4.

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Shehu, Visar, and Adrian Besimi. "Improving Employee Recruitment Through Data Mining." In Advances in Intelligent Systems and Computing, 194–202. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-77703-0_19.

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Burt, Christopher D. B. "The Influences of Recruitment Processes and Selection Predictors on New Employee Safety." In New Employee Safety, 55–73. Cham: Springer International Publishing, 2015. http://dx.doi.org/10.1007/978-3-319-18684-9_5.

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Crowley-Henry, Marian. "Employee Resourcing: The Planning and Recruitment Phase." In Human Resource Management, 19–39. London: Macmillan Education UK, 2013. http://dx.doi.org/10.1007/978-1-137-00938-8_2.

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Carr, Caleb T. "An Uncertainty Reduction Approach to Applicant Information-Seeking in Social Media: Effects on Attributions and Hiring." In Social Media in Employee Selection and Recruitment, 59–78. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-29989-1_4.

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Landers, Richard N., and Gordon B. Schmidt. "Social Media in Employee Selection and Recruitment: An Overview." In Social Media in Employee Selection and Recruitment, 3–11. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-29989-1_1.

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Black, Stephanie L., Montressa L. Washington, and Gordon B. Schmidt. "How to Stay Current in Social Media to Be Competitive in Recruitment and Selection." In Social Media in Employee Selection and Recruitment, 197–219. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-29989-1_10.

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Roulin, Nicolas, and Julia Levashina. "Impression Management and Social Media Profiles." In Social Media in Employee Selection and Recruitment, 223–48. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-29989-1_11.

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Stoughton, J. William. "Applicant Reactions to Social Media in Selection: Early Returns and Future Directions." In Social Media in Employee Selection and Recruitment, 249–63. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-29989-1_12.

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Schmidt, Gordon B., and Kimberly W. O’Connor. "Legal Concerns When Considering Social Media Data in Selection." In Social Media in Employee Selection and Recruitment, 265–87. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-29989-1_13.

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Conference papers on the topic "Employee recruitment"

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Chow, Sam, and Derek Chapman. "Gamifying the employee recruitment process." In Gamification '13: Gameful Design, Research, and Applications. New York, NY, USA: ACM, 2013. http://dx.doi.org/10.1145/2583008.2583022.

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"Employee Recruitment Method Based on Random Forest." In 2017 5th International Conference on Computer, Automation and Power Electronics. Francis Academic Press, 2017. http://dx.doi.org/10.25236/cape.2017.036.

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Bachtiar, Fitra A., Fajar Pradana, and Rizkia Desi Yudiari. "Employee Recruitment Recommendation Using Profile Matching and Naïve Bayes." In 2019 International Conference on Sustainable Information Engineering and Technology (SIET). IEEE, 2019. http://dx.doi.org/10.1109/siet48054.2019.8985988.

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Verina, Wiwi, Muhammad Fauzi, Fina Nasari, Dahriani Hakim Tanjung, and Juli Iriani. "Decision Support System for Employee Recruitment Using Multifactor Evaluation Process." In 2018 6th International Conference on Cyber and IT Service Management (CITSM). IEEE, 2018. http://dx.doi.org/10.1109/citsm.2018.8674277.

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Ibrahim, Mohamad Andri, Nanik Eprianti, and Akhmad Yusup. "Selection of Priority Needs for Employee Recruitment in Islamic Banking." In 2nd Social and Humaniora Research Symposium (SoRes 2019). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/assehr.k.200225.076.

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Chen, Danwen, and Xi Zhou. "Analysis of the risks and countermeasures of enterprise employee recruitment." In 2017 World Conference on Management Science and Human Social Development (MSHSD 2017). Paris, France: Atlantis Press, 2018. http://dx.doi.org/10.2991/mshsd-17.2018.72.

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Khairina, Dyna Marisa, Muhammad Reski Asrian, and Heliza Rahmania Hatta. "Decision support system for new employee recruitment using weighted product method." In 2016 3rd International Conference on Information Technology, Computer, and Electrical Engineering (ICITACEE). IEEE, 2016. http://dx.doi.org/10.1109/icitacee.2016.7892459.

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Bukhori, M., and Indra Permana. "The Employee Performance: Recruitment, Training and Job Promotion at PT. Galva Kami Industri." In Proceedings of the 1st International Conference on Economics Engineering and Social Science, InCEESS 2020, 17-18 July, Bekasi, Indonesia. EAI, 2021. http://dx.doi.org/10.4108/eai.17-7-2020.2303043.

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Mwaro, Patrick Nyanumba, Kennedy Ogada, and Wilson Cheruiyot. "Neural Network Model for Talent Recruitment and Management for Employee Development and Retention." In 2021 IEEE AFRICON. IEEE, 2021. http://dx.doi.org/10.1109/africon51333.2021.9571014.

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Perkasa, Didin, Ryani Parashakti, and Yohana Prexi. "Effect of Recruitment and Selection Process on Employee Performance at PT Neckermann Utama Jakarta." In Proceedings of The International Conference on Environmental and Technology of Law, Business and Education on Post Covid 19, ICETLAWBE 2020, 26 September 2020, Bandar Lampung, Indonesia. EAI, 2020. http://dx.doi.org/10.4108/eai.26-9-2020.2302689.

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Reports on the topic "Employee recruitment"

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Karam, Sofia, Morteza Nagahi, Vidanelage Dayarathna, Junfeng Ma, Raed Jaradat, and Michael Hamilton. Integrating systems thinking skills with multi-criteria decision-making technology to recruit employee candidates. Engineer Research and Development Center (U.S.), June 2021. http://dx.doi.org/10.21079/11681/41026.

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The emergence of modern complex systems is often exacerbated by a proliferation of information and complication of technologies. Because current complex systems challenges can limit an organization's ability to efficiently handle socio-technical systems, it is essential to provide methods and techniques that count on individuals' systems skills. When selecting future employees, companies must constantly refresh their recruitment methods in order to find capable candidates with the required level of systemic skills who are better fit for their organization's requirements and objectives. The purpose of this study is to use systems thinking skills as a supplemental selection tool when recruiting prospective employees. To the best of our knowledge, there is no prior research that studied the use of systems thinking skills for recruiting purposes. The proposed framework offers an established tool to HRM professionals for assessing and screening of prospective employees of an organization based on their level of systems thinking skills while controlling uncertainties of complex decision-making environment with the fuzzy linguistic approach. This framework works as an expert system to find the most appropriate candidate for the organization to enhance the human capital for the organization.
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Rosenbloom, Joshua. Employer Recruitment and the Integration of Industrial Labor Markets 1870-1914. Cambridge, MA: National Bureau of Economic Research, January 1994. http://dx.doi.org/10.3386/h0053.

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Yurchisin, Jennifer, Sasikarn Cook, Areti Vogel, and Hyo Jung Julie Chang. Perceptions of Apparel Retailers� Culture Based on Employees� Style of Dress Featured on Corporate Recruitment Websites. Ames (Iowa): Iowa State University. Library, January 2019. http://dx.doi.org/10.31274/itaa.8854.

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Pytlovany, Amy. Recruitment Marketing: How Do Wellness and Work-Life Benefits Influence Employer Image Perceptions, Organizational Attraction, and Job Pursuit Intentions? Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.7215.

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Diprose, Rachael, Primatia Wulandari, Elena Williams, and Levriana Yustriani. Bureaucratic Reform in Indonesia: Policy Analyst Experiences. University of Melbourne with Knowledge Sector Initiative (KSI), 2020. http://dx.doi.org/10.46580/124364.

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In recent years, Indonesia has introduced reforms to its bureaucracy in response to critiques of the quality of government policy design and delivery. The Grand Design of Bureaucratic Reform strategy seeks to reduce the number of civil servants employed in administrative or managerial positions (structural appointments) in favour of skills-based recruitment into ‘functional’ positions. Specifically, the introduction of the ‘policy analyst’ position as a functional position in the civil service has sought to improve evidence-based policy making and the quality of policy outcomes, by incorporating merit-based recruitment, appointment and promotion. The role of functional policy analysts (Jabatan Fungsional Analis Kebijakan or JFAKs) is to assist policy makers in identifying policy issues, analyse evidence available on these issues, and ultimately make policy recommendations. This report overviews the recent experiences of different policy analyst cohorts since the role’s creation in 2015. It investigates these experiences to better understand the extent to which policy analysts are playing the role intended for them, and the factors enabling or inhibiting this.
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