Relevant bibliographies by topics / High-level talent recruitment

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  2. Book chapters
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Academic literature on the topic 'High-level talent recruitment'

Author: Grafiati
Published: 7 June 2025
Last updated: 2 August 2025

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Journal articles on the topic "High-level talent recruitment"

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Liu, Qiang. "Application of Fuzzy Optimization Theory for the Decision of Talents Recruitment in Universities." Applied Mechanics and Materials 631-632 (September 2014): 1391–95. http://dx.doi.org/10.4028/www.scientific.net/amm.631-632.1391.

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Aiming at the issue of talent recruitment decision in universities, the fuzzy optimization theory was adopted to construct an analysis model of the multiple objects. It is found that the optimal decision concerning the recruitment of high-level talents in universities can be made according to the results of a comprehensive evaluation through the analysis model. The model calculation is simple and the result is in conformity with the actual. It can provide a reference of high-level talents recruitment in universities.
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Yushen, Fang. "Exploring Trends in High-Level Talent Recruitment Research in China: A Case Study of the CNKI Database." ISRG Journal of Economics, Business & Management (ISRGJEBM) III, no. II (2025): 280–88. https://doi.org/10.5281/zenodo.15233742.

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<em>High-level talent is a critical factor in the global movement of industries, and headhunting-an essential component of the human resources services sector-plays a key role in facilitating talent mobility and optimizing talent allocation. This study analyzes journal articles related to high-level talent recruitment (headhunting) indexed in the China National Knowledge Infrastructure (CNKI) database using content analysis. The findings reveal an increasing number of publications on this topic, with Beijing, Guangdong, and Jiangsu provinces leading in research output. In terms of research met
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Zhu, Wei, and Jin Qin. "A Comprehensive Assessment of Cultivation Environment of Top Innovative High-Level Talents Based on Deep Learning Algorithm." Journal of Environmental and Public Health 2022 (September 19, 2022): 1–12. http://dx.doi.org/10.1155/2022/4846103.

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The quality of talent has increased across all fields due to the constant growth of different industries and the growing job saturation. Real-time job information on recruitment platforms can, therefore, accurately reflect the demand for talent from businesses, serving as a basis for the creation of training policies in schools. In international competition, the development of talents, especially top-level talents, will become more and more crucial. Growing in importance is China’s economy and social development. The evaluation of higher vocational and technical talents, however, should also b
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Ruan, Jundi. "Talent Introduce Policies in Guangzhou and Shenzhen: A Comparative Study of the Peacock Plan and Guangzhou Talent Plan." Scientific and Social Research 7, no. 5 (2025): 122–29. https://doi.org/10.26689/ssr.v7i5.10734.

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China has made significant efforts to recruit and retain talented individuals to support the development of the country’s economy and society. This study focuses on talent introduction policies in two major Chinese cities: Guangzhou and Shenzhen. By comparing two similar policies through discourse analysis, the research finds that the Guangzhou Gathering Talent Plan places greater emphasis on cultivating high-end talent, whereas the Shenzhen Peacock Plan focuses more on talent recruitment. In addition, Guangzhou demonstrates a more decentralized, multi-level government power structure, in cont
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Weihui Cui, Et al. "Cognitive Linguistic Corpus Classification and Terminology Database Design Based on Multimedia Technology." Journal of Electrical Systems 20, no. 1 (2024): 91–105. http://dx.doi.org/10.52783/jes.668.

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With the continuous development of the social economy, multimedia has been valued more and more as a computer technology with strong professional technology and high application level. The quality of multimedia professionals is predicted and analyzed for multimedia professional talent through the Internet according to a Chinese keyword extraction algorithm. It realizes the extraction of keywords through Internet intelligence information acquisition for solving the problem of Internet information explosion, aiming to solve the talent quality prediction analysis. The prediction and analysis of m
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Ou, Yangting, Haixian Li, and Houyin Long. "Carbon Emission Reduction Effects of Government Talent Attraction Policies: Evidence from Fujian Province, China." Sustainability 17, no. 11 (2025): 5159. https://doi.org/10.3390/su17115159.

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Fujian Province launched a talent recruitment policy in 2012 to integrate top university graduates into grassroots government roles, aiming to support green development. This study investigates the impact of recruiting “three-high” talents—those who are highly educated, skilled, and specialized—on reducing county-level carbon emissions. Using panel data from 134 counties between 2007 and 2021, we apply a time-varying difference-in-differences model. Robustness checks, including propensity score matching estimation, placebo tests, and fixed-effect controls, confirm the reliability of our result
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Hassan, Qandeel, Zulfiqar Ahmad Iqbal, Rabbia Zafar, and Tayyaba Rafique. "Problems in Recruitment." International Journal of Management Excellence 14, no. 2 (2020): 2091–94. http://dx.doi.org/10.17722/ijme.v14i2.1134.

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The success of an organization in achieving its goals depends on the quality and motivation of its employees. The relevant skills, experience, and behavioral traits of the applicants need to be scrutinized and assessed carefully. To attract top level talent one has to be intentional. There are many things which need to be considered and done in the hiring process. If not given attention at this stage they cannot be repaired later on. In hyper competitive business environments, employees are source of competitive advantage. The casual approach to recruitment and selection would be a big mistake
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Qi, Tan Hui, Irmawati Norazman, Rabeatul Husna Abdull Rahman, and Shah Rollah Abdul Wahab. "Talent Management and Employee Retention." International Journal of Research and Innovation in Social Science VIII, no. XII (2024): 1229–40. https://doi.org/10.47772/ijriss.2024.8120102.

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The research aims to examine the relationship between talent management and employee retention among employees in an information technology organization at Malaysia. The concern about dimensions such as employee recruitment and selection, training and development, performance management, and career management of talent management are determined by whether they will have a connection with employee retention variable. The cross-sectional study was conducted by using quantitative analysis and a total of 108 samples out of 150 populations were identified. The study used non-probability sampling wh
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Akintayo, Dayo Idowu, and Adetoun Ramat Balogun. "INTEGRATED TALENT MANAGEMENT STRATEGIES AND EMPLOYEES’ TURNOVER INTENTIONS IN MANUFACTURING INDUSTRIES, SOUTH-WEST, NIGERIA." March 2024 40, no. 1 (2024): 36–49. http://dx.doi.org/10.51380/gujr-40-01-04.

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Manufacturing sector in South-West Nigeria grapples with the significant challenge related to employees' turnover intentions. Despite the adoption of talent management strategies, persisting issue remains unchanged. This study therefore examines phenomenon of employee turnover intentions within manufacturing industries in South-West Nigeria. Human resource planning, recruitment and selection, employee training and development, retention strategies, health &amp; safety management, performance appraisal are among strategies that have been examined. Employing a descriptive survey research design.
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Guevara-Pérez, Juan Carlos, Jorge Rojo-Ramos, Santiago Gómez-Paniagua, Jorge Pérez-Gómez, and José Carmelo Adsuar. "Preliminary Study of the Psychometric Properties of a Questionnaire to Assess Spanish Canoeists’ Perceptions of the Sport System’s Capacity for Talent Development in Women’s Canoeing." International Journal of Environmental Research and Public Health 19, no. 7 (2022): 3901. http://dx.doi.org/10.3390/ijerph19073901.

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Given the importance of sport at a global level, the competitiveness of sport systems is a determining factor in attracting resources from different sectors. Competitiveness is largely measured by the athletes’ level. Therefore, the production of competitive talent is an aspect that occupies the managers of different sports systems. This study analyzed the factor structure and reliability of a questionnaire for the evaluation of the perceptions of actors of a sport (canoeing) on the ability of the national system to produce talent in one of its modalities recently incorporated in the Olympic G
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Book chapters on the topic "High-level talent recruitment"

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Ryan, Ann Marie, and Eva Derous. "Recruiting and Selecting with Culture in Mind." In The Oxford Handbook of Cross-Cultural Organizational Behavior. Oxford University Press, 2024. http://dx.doi.org/10.1093/oxfordhb/9780190085384.013.3.

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Abstract Organizations operate in a global marketplace for talent. Multinational organizations have moved to adopt centralized employee selection systems, to improve their selection of those for cross-cultural assignments, and to broaden the scope of their recruitment efforts across borders. In all of these efforts, it is important to consider culture in design and implementation efforts. While much has been written on topics such as establishing the measurement equivalence of selection tools across cultures, ensuring positive applicant reactions, and the like, there are emerging issues that r
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Conference papers on the topic "High-level talent recruitment"

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Handayani, S., R. Kusumaningtyas, D. Wicaksono, N. Sasmita Putri, and C. Triasnita. "Optimizing Data Driven Recruitment Strategies in a Disruptive Era Through Digital Workload Analysis." In ADIPEC. SPE, 2024. http://dx.doi.org/10.2118/222976-ms.

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Summary To emerge as a leading global energy company, an agile structure that facilitates business acceleration and operational excellence is necessary. However, following a recent subholding restructuring, the organization faces a 23% vacancy rate. This situation is compounded by the dynamic business landscape, which makes additional challenges to recruiting efforts. To address these issues and ensure an effective recruitment strategy to maintain productivity while adapting to the changes, a comprehensive organizational evaluation and processes is essential. A digitalized Workload Analysis (W
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Reports on the topic "High-level talent recruitment"

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Fedasiuk, Ryan, Emily Weinstein, Ben Murphy, and Alan Loera. Chinese State Council Budget Tracker. Center for Security and Emerging Technology, 2021. http://dx.doi.org/10.51593/20200078.

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It’s widely understood that Beijing invests significant resources in shoring up its science and technology prowess, but the extent and flows of the Chinese government’s public investments in S&amp;T are not as well known. This project tracks publicly available information about the budgets of more than two-dozen high-level Chinese government entities, including those that support science, technology, and talent recruitment.
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