Relevant bibliographies by topics / Job applicant

Contents

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

Academic literature on the topic 'Job applicant'

Author: Grafiati
Published: 4 June 2021
Last updated: 11 February 2022

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Journal articles on the topic "Job applicant"

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Plake, Barbara S., Virginia Murphy-Berman, Linda E. Derscheid, et al. "Access Decisions by Personnel Directors: Subtle Forms of Sex Bias in Hiring." Psychology of Women Quarterly 11, no. 2 (1987): 255–64. http://dx.doi.org/10.1111/j.1471-6402.1987.tb00788.x.

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Midwestern personnel and management association members rated bogus job applications which had identical background qualifications but varied by sex of applicant, sex-role related attributes of applicant, and degree of fit of applicant credentials to job demands. The applicants were rated on their qualifications and likelihood of being considered for the position, expected performance, and expected success in the job. A significant triple interaction was found for the variable that measured the likelihood of the applicant being considered for the position (i.e., access to the position). Higher access ratings were given to the sex—stereotypical applicant when the applicant's credentials matched job demands. When the applicant's credentials did not fit the job demands, raters tended to favor non-stereotypical applicants. Practical and research implications are discussed.
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Contreras Krueger, Dianna, Dianna L. Stone, and Eugene Stone-Romero. "Applicant, rater, and job factors related to weight-based bias." Journal of Managerial Psychology 29, no. 2 (2014): 164–86. http://dx.doi.org/10.1108/jmp-02-2012-0057.

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Purpose – The aim of this paper was to assess the main and interactive effects of job applicant conscientiousness, and nurturing job demands on ratings of overweight female applicants on job suitability and a hiring recommendation. It also examined relations between rater ethnicity and ratings of the job suitability of normal and overweight applicants. Design/methodology/approach – The study used a 2×2×2 experimental design and data from 400 individuals (201 Anglos and 199 Hispanics) with hiring experience to test the study's hypotheses. Participants were randomly assigned to conditions, and asked to review a resume and picture of a normal or overweight applicant. Then, they were asked to rate the applicant's job suitability and make a hiring recommendation. Findings – The results revealed that: overweight female applicants were rated as more suitable for jobs and more likely to be recommended for hire when they had high rather than low conscientiousness; Hispanics were more likely to recommend overweight applicants for hire than Anglos; and there was a three-way interaction among applicant weight, rater ethnicity, and nurturing job demands for the hiring recommendation criterion. Research limitations/implications – The study was conducted in a simulated hiring context. Thus, research is needed to determine if the results generalize to actual work settings. Practical implications – The results suggest that organizations should provide decision makers with detailed information about applicants' conscientiousness, and the nurturing demands of jobs. When these types of information are presented, raters are less likely to display weight-based bias. Originality/value – Previous research on weight-based bias was not based on a theoretical model, but the present study used a theoretical framework to guide the development of hypotheses (Stone and Colella, 1996; Stone et al., 1992). In addition, it is the first study to examine the effects of overweight applicant conscientiousness and stereotype-job fit on ratings of job suitability, and differences between Hispanic and Anglo views of overweight applicants.
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Koenig, Esther J. "SEX ROLE COMPLEMENTARITY IN JOB STEREOTYPY." Social Behavior and Personality: an international journal 17, no. 2 (1989): 181–92. http://dx.doi.org/10.2224/sbp.1989.17.2.181.

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The purpose of this study was to compare the effects of gender and sex role on the perceived suitability of hypothetical job applicants for sex-typed jobs. Six descriptions of applicants were presented to 605 college students, who were asked to rank order them on suitability for different jobs. The questionnaire each student received had five applicants with masculine first names and one with a feminine first name. Results showed no main effect due to either job sex-type, sex role of applicants, or gender of either applicant or student-rater. Interactional analyses, however, showed that for specific applicant job pairings where male applicants were ranked differently than female applicants, a complementarity of gender and sex role was evident. Specifically, the applicant with stereotypically masculine traits was ranked high when presented as a woman, while the applicant with stereotypically feminine traits was ranked high when presented as a man. It is suggested that this interaction effect is best explained by positing that gender-related stereotypes are implicity generated and that they complement sex role characteristics of the other sex. Thus, a woman with male sex role characteristics, or a man with female sex role characteristics, is seen as more adaptable or well-rounded than applicants whose sex roles are consonant with their gender.
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Biggs, David L., and Nicholas J. Beutell. "Job Applicants' Sex and Marital Status as Determinants of Evaluations of Resumes." Psychological Reports 58, no. 3 (1986): 767–73. http://dx.doi.org/10.2466/pr0.1986.58.3.767.

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Job applicants' sex and marital status were manipulated in a paradigm in which a resume was evaluated. Personnel recruiters were role-played by 117 MBA students, each of whom evaluated one resume. An interaction of sex of recruiter × applicant's marital status was found in relation to interviewing the applicant and applicant's motivation to work. Male recruiters rated the applicant more favorably in each case. No significant effects of applicant's sex × marital status were found. Implications for management were discussed.
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Hiemstra, Annemarie M. F., Janneke K. Oostrom, Eva Derous, Alec W. Serlie, and Marise Ph Born. "Applicant Perceptions of Initial Job Candidate Screening With Asynchronous Job Interviews." Journal of Personnel Psychology 18, no. 3 (2019): 138–47. http://dx.doi.org/10.1027/1866-5888/a000230.

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Abstract. Applicant fairness perceptions of asynchronous job interviews were assessed among panelists (Study 1, N = 160) and highly educated actual applicants (Study 2, N = 103). Furthermore, we also examined whether personality explained applicants’ perceptions. Participants, particularly actual applicants, had negative perceptions of the fairness and procedural justice of asynchronous job interviews. Extraverted applicants perceived more opportunity to perform with the asynchronous job interview than introverts. A trait interaction between Neuroticism and Extraversion was tested, but no significant results were found. Although the first selection stage is increasingly digitized, this study shows that applicant perceptions of asynchronous job interviews are relatively negative. The influence of personality on these perceptions appears to be limited.
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Becton, John Bret, H. Jack Walker, J. Bruce Gilstrap, and Paul H. Schwager. "Social media snooping on job applicants." Personnel Review 48, no. 5 (2019): 1261–80. http://dx.doi.org/10.1108/pr-09-2017-0278.

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Purpose The purpose of this paper is to investigate how HR professionals use social networking website information to evaluate applicants’ propensity to engage in counterproductive work behaviors and suitability for hire. Design/methodology/approach Using an experimental design, 354 HR professionals participated in a two-part study. In part 1, participants viewed a fictitious resume and rated the applicant’s likelihood to engage in counterproductive work behavior as well as likelihood of a hiring recommendation. In part 2, participants viewed a fictitious social networking website profile for the applicant and repeated the ratings from part 1. The authors analyzed their responses to determine the effect viewing a social network website (SNW) profile had on ratings of the applicant. Findings Unprofessional SNW information negatively affected ratings of applicants regardless of applicants’ qualifications, while professional SNW profile information failed to improve evaluations regardless of qualifications. Originality/value Anecdotal reports suggest that many employers use SNW information to eliminate job applicants from consideration despite an absence of empirical research that has examined how SNW content influences HR recruiters’ evaluation of job applicants. This study represents one of the first attempts to understand how HR professionals use such information in screening applicants. The findings suggest that unprofessional SNW profiles negatively influence recruiter evaluations while professional SNW profile content has little to no effect on evaluations.
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Douglas, Samantha B., and Juanita Cole. "Romantic Priming Effects on the Social Desirability and Hireability of Self-Promoting Women." International Journal of Psychological Studies 8, no. 4 (2016): 121. http://dx.doi.org/10.5539/ijps.v8n4p121.

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<p>The present study examined the effects of romantic and intelligence priming on the social-desirability and hireability of self-promoting and communal female job applicants. Participants were first primed with either romantic or intelligence related images and then asked to evaluate the social-desirability and hireability of three female job applicants. These job applicants were self-promoting and competent, communal and competent, or communal and not competent. After rating the job applicants, participants were reprimed and asked to complete a scale measuring career aspiration. Results revealed that participants rated the self-promoting applicant as more hirable than the communal applicants. In contrast, the communal and competent applicant was rated more socially desirable than the self-promoting applicant. No effect of priming on participants’ career aspiration or applicants’ social-desirability or hireability was found. However, there was a marginally significant relationship between participant gender and first choice to hire.</p>
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Van Ommeren, Jos, Giovanni Russo, Reinout E. De Vries, and Mark Van Ommeren. "Context in Selection of Men and Women in Hiring Decisions: Gender Composition of the Applicant Pool." Psychological Reports 96, no. 2 (2005): 349–60. http://dx.doi.org/10.2466/pr0.96.2.349-360.

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The hypothesis that the sex composition of an applicant pool affects the hiring probabilities of individual job applicants was tested using gender-distinctive information on accepted and rejected job applicants in The Netherlands. The evidence supports this hypothesis, although the effect sizes are moderate. Both men and women have a lower probability of being hired when the applicant pool contains fewer applicants from their own sex.
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Welton, RH, PG Morton, and A. Amig. "How to succeed in job interviewing." Critical Care Nurse 18, no. 1 (1998): 68–73. http://dx.doi.org/10.4037/ccn1998.18.1.68.

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Effective interviewing skills are critical for any nurse seeking a position in today's challenging job market. The successful applicant is more than just poised, appropriately dressed, and courteous. Jobs go to applicants who are well prepared, qualified, confident, and motivated. To win a competitive edge, convince employers of your genuine desire for the position, your ability to do the job, your positive attitude, and the strengths that distinguish you from other applicants.
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Frauendorfer, Denise, and Marianne Schmid Mast. "Hiring Gender-Occupation Incongruent Applicants." Journal of Personnel Psychology 12, no. 4 (2013): 182–88. http://dx.doi.org/10.1027/1866-5888/a000095.

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Gender-occupational stereotypes that recruiters harbor toward male and female applicants still exist. However, there might be individual differences in recruiters that account for more or less stereotyping when facing male and female applicants who do not correspond to attributes of the job opening (e.g., male-typical vs. female-typical job). In this study, we tested whether recruiters high on interpersonal sensitivity are more likely to hire gender-occupational incongruent applicants. Seventy-three participants in the role of a recruiter conducted a job interview with either a gender-occupational incongruent (woman applying for a male-typical job or man applying for a female-typical job) or a gender-occupational congruent applicant. Results showed that the likelihood of hiring a gender-occupation incongruent applicant increased the more the recruiter was interpersonally sensitive, whereas interpersonal sensitivity did not affect hiring decision regarding gender-occupation congruent applicants.
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Dissertations / Theses on the topic "Job applicant"

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Acarlar, Gizem. "Factors Influencing Applicant Attraction To Job Openings." Master's thesis, METU, 2007. http://etd.lib.metu.edu.tr/upload/12608486/index.pdf.

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The main purpose of the present study was to explore the effects of characteristics of information given in a job advertisement (amount of information and the specificity of the information) on the potential applicants&rsquo<br>willingness to apply to the job opening with the mediating roles of credibility of and satisfaction from the information, and attraction to the organization. In addition to that, the factors affecting the decision of the applicants to apply for the job posted such as application modes (internet, by hand in the same city the applicant lives, by hand in a different city than the applicant lives), different selection methods (interview, personality test, knowledge test), and personality characteristics (goal orientation and self-efficacy) were investigated. The study was conducted in three phases. In the first phase, one hundred and seven Middle East Technical University (METU) students were used to decide between two alternatives of goal orientation and two self-efficacy scales, which were translated into Turkish and adapted for the current study, to be used in the main study by determining the validity and reliabilities of the scales. The second phase was the manipulation check, conducted to test the clarity and meaningfulness of the newly developed job advertisements and questions related to the research hypotheses. Thirty-two METU students were used for the second phase. The final phase was the main study. One hundred and fifty four METU students from Electrical and Electronics Department were used to examine the hypotheses of the study.The students were randomly assigned to the three different versions of job advertisement. Additionally, a questionnaire package was given to each participant. The results supported most of the main hypotheses and the proposed model except for the mediating effect of satisfaction. Advertisement type affected the willingness to apply to the job of potential applicant and this relation was mediated by credibility and credibility was mediated by attractiveness to the organization. A main effect of application mode was found for change in application decision, but no interaction was found between application mode and different attraction levels. Goal orientation found to be affecting applicants&rsquo<br>decision change for different selection methods. Self-efficacy failed to predict decision change for application for different selection methods. Results are discussed along with the strengths and limitations of the study and suggestions for future research.
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Worren, Nicolay A. M. "Organizational characteristics and personnel managers' job applicant preferences." Thesis, McGill University, 1994. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=68148.

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Personnel managers in different firms, industries and countries do not hold the same preferences for job applicant attributes. This research was aimed at understanding the cause of some of these differences. Survey questionnaires were sent to personnel managers in Norway (N = 195) and Quebec (N = 172). The personnel managers were asked to rate: (1) aspects related to their firms' organizational characteristics (business environment, strategy, and structure), and (2) the importance of different personality traits for applicants to managerial and professional positions. Consistent with earlier research (Rynes & Gerhart, 1990) the results indicate that preferences for different applicant attributes represent shared perceptions due to common organizational membership. These preferences are to some degree related to company strategy, organizational structure and national culture. In general, it was found that personnel managers currently seek candidates who can adapt to change and generate new ideas. The results are discussed in light of theories from industrial/organizational and cross-cultural psychology, and suggestions for further research are offered.
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Chapman, Derek Scott. "Modeling job applicant decision processes, integrating applicant reactions to selection procedures into the critical contact framework of recruiting." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp03/NQ53486.pdf.

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Stoddard, Jil A. "An evaluation of the impact of the Virginia employment commission's applicant screening procedure on the job service applicant." Thesis, Virginia Polytechnic Institute and State University, 1986. http://hdl.handle.net/10919/94473.

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The Virginia Employment Commission's Job Service has implemented an automated testing procedure to refer applicants to job openings. This procedure, Validity Generalization (VG) testing, utilizes the General Aptitude Test Battery (GATB) to assess and predict ability for successful performance in all occupations. The purpose of this study was to assess applicants' reactions to VG testing and to evaluate VG' s impact on applicants' subsequent placement outcomes. Twelve research questions were developed to examine applicants' attitudes toward 1) the GATB's useful-ness as an ability test and referral tool, 2) the services provided by the Job Service, and 3) their job. Overall findings revealed certain important trends. First, although initial reactions to VG were favorable, applicants' attitudes twelve weeks later were much less favorable, indicating dissatisfaction with the outcome of Job Service placement eff0rts. Only 7% of applicants tested were placed through VG referral. Second, findings indicated that VG testing produced no significant negative impact on applicant subgroups, such as minorities, females, Veterans, etc., relative to other applicants. Finally, results suggested that applicants placed through VG referral were no more satisfied with those jobs, perceived them to be no better person/job 'matches', and were no less likely to turnover than applicants placed through other means. Due to insufficient sample sizes for many analyses, the reliability of certain findings is uncertain. It was recommended that the VEC increase the number of applicant referrals made through VG, ensure that computer-maintained records are accurate and accessible and that Job Service personnel more-stringently follow the 'top-down' rank-ordered referral procedures which optimize the effectiveness of VG testing.<br>M.S.
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Stewart, Caitlin. "Job Applicant Faking of Overt Integrity Tests: Fact or Fantasy?" TopSCHOLAR®, 2004. http://digitalcommons.wku.edu/theses/518.

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Integrity tests are among the least utilized pre-employment selection instruments due, at least in part, to concern regarding the ease at which applicants can successfully fake their responses. The current study attempted to assess the extent to which actual job applicants fake overt integrity tests. We assigned one group of applicants to an honest condition and one group to a standard response condition. Applicants in the honest condition received a set of instructions that were modified to illustrate the importance of responding as honestly as possible when completing the questionnaire, whereas the standard response condition received a set of instructions that were not modified. We hypothesized that job applicants in the honest group would score worse on the integrity test and social desirability scales than would applicants completing the tests under the normal instructions. We failed to find a significant difference between groups on the scores on the integrity test but did find a significant difference between the groups on the social desirability scale.
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Gonard, François. "Cold-start recommendation : from Algorithm Portfolios to Job Applicant Matching." Thesis, Université Paris-Saclay (ComUE), 2018. http://www.theses.fr/2018SACLS121/document.

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La quantité d'informations, de produits et de relations potentielles dans les réseaux sociaux a rendu indispensable la mise à disposition de recommandations personnalisées. L'activité d'un utilisateur est enregistrée et utilisée par des systèmes de recommandation pour apprendre ses centres d'intérêt. Les recommandations sont également utiles lorsqu'estimer la pertinence d'un objet est complexe et repose sur l'expérience. L'apprentissage automatique offre d'excellents moyens de simuler l'expérience par l'emploi de grandes quantités de données.Cette thèse examine le démarrage à froid en recommandation, situation dans laquelle soit un tout nouvel utilisateur désire des recommandations, soit un tout nouvel objet est proposé à la recommandation. En l'absence de données d'intéraction, les recommandations reposent sur des descriptions externes. Deux problèmes de recommandation de ce type sont étudiés ici, pour lesquels des systèmes de recommandation spécialisés pour le démarrage à froid sont présentés.En optimisation, il est possible d'aborder le choix d'algorithme dans un portfolio d'algorithmes comme un problème de recommandation. Notre première contribution concerne un système à deux composants, un sélecteur et un ordonnanceur d'algorithmes, qui vise à réduire le coût de l'optimisation d'une nouvelle instance d'optimisation tout en limitant le risque d'un échec de l'optimisation. Les deux composants sont entrainés sur les données du passé afin de simuler l'expérience, et sont alternativement optimisés afin de les faire coopérer. Ce système a remporté l'Open Algorithm Selection Challenge 2017.L'appariement automatique de chercheurs d'emploi et d'offres est un problème de recommandation très suivi par les plateformes de recrutement en ligne. Une seconde contribution concerne le développement de techniques spécifiques pour la modélisation du langage naturel et leur combinaison avec des techniques de recommandation classiques afin de tirer profit à la fois des intéractions passées des utilisateurs et des descriptions textuelles des annonces. Le problème d'appariement d'offres et de chercheurs d'emploi est étudié à travers le prisme du langage naturel et de la recommandation sur deux jeux de données tirés de contextes réels. Une discussion sur la pertinence des différents systèmes de recommandations pour des applications similaires est proposée<br>The need for personalized recommendations is motivated by the overabundance of online information, products, social connections. This typically tackled by recommender systems (RS) that learn users interests from past recorded activities. Another context where recommendation is desirable is when estimating the relevance of an item requires complex reasoning based on experience. Machine learning techniques are good candidates to simulate experience with large amounts of data.The present thesis focuses on the cold-start context in recommendation, i.e. the situation where either a new user desires recommendations or a brand-new item is to be recommended. Since no past interaction is available, RSs have to base their reasoning on side descriptions to form recommendations. Two of such recommendation problems are investigated in this work. Recommender systems designed for the cold-start context are designed.The problem of choosing an optimization algorithm in a portfolio can be cast as a recommendation problem. We propose a two components system combining a per-instance algorithm selector and a sequential scheduler to reduce the optimization cost of a brand-new problem instance and mitigate the risk of optimization failure. Both components are trained with past data to simulate experience, and alternatively optimized to enforce their cooperation. The final system won the Open Algorithm Challenge 2017.Automatic job-applicant matching (JAM) has recently received considerable attention in the recommendation community for applications in online recruitment platforms. We develop specific natural language (NL) modeling techniques and combine them with standard recommendation procedures to leverage past user interactions and the textual descriptions of job positions. The NL and recommendation aspects of the JAM problem are studied on two real-world datasets. The appropriateness of various RSs on applications similar to the JAM problem are discussed
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Bradley, Kevin Michael. "Personality Test Validation Research: Present-employee and job applicant samples." Diss., Virginia Tech, 2003. http://hdl.handle.net/10919/11052.

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In an effort to demonstrate the usefulness of personality tests as predictors of job performance, it is common practice to draw a validation sample consisting of individuals who are currently employed on the job in question. It has long been assumed that the results of such a study are appropriately generalized to the setting wherein job candidates respond to personality inventories as an application requirement. The purpose of this manuscript was to critically evaluate the evidence supporting the presumed interchangeability of present-employees and job applicants. Existing research on the use of personality tests in occupational settings is reviewed. Theoretical reasons to anticipate differential response processes and self-report personality profiles according to test-taking status (present employees versus job applicants) are reviewed, as is empirical research examining relevant issues. The question of sample type substitutability is further probed via a quantitative review (meta-analysis) of the criterion-related validity of seven personality constructs (Neuroticism, Extraversion, Openness to Experience, Agreeableness, Conscientiousness, Optimism, and Ambition). Further, the meta-analytic correlations among these personality constructs are estimated. Test-taking status is examined as a moderator of the criterion-related validities as well as the personality construct inter-correlations. Meta-analytic correlation matrices are then constructed on the basis of the job incumbent and the job applicant subgroup results. These correlation matrices are utilized in a simulation study designed to estimate the potential degree of error when job incumbents are used in place of job applicants in a validation study for personality tests. The results of the meta-analyses and the subsequent simulation study suggest that the moderating effect of sample type on criterion-related validity estimates is generally small. Sample type does appear to moderate the criterion-related validity of some personality constructs, but the direction of the effect is inconsistent: in some cases, incumbent validities are larger than applicant validities. Alternatively, incumbent validities sometimes are smaller than applicant validities. Personality construct inter-correlations yield almost no evidence of moderation by sample type. Further, where there are between group differences in the personality construct inter-correlations, these differences have little bearing on the regression equation relating personality to job performance. Despite a few caveats that are discussed, the results are supportive of the use of incumbent samples in personality-test validation research.<br>Ph. D.
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Filipkowski, Jenna Noelle. "Impression Management across Applicant and Incumbent Contexts: The Effect on Job Performance." Wright State University / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=wright1334170063.

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Hamilton, Kelly Mason. "Does X Mark the Applicant? Assessing Reactions to Gender Non-Binary Job Seekers." PDXScholar, 2019. https://pdxscholar.library.pdx.edu/open_access_etds/5266.

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The number of individuals who identify as a non-binary gender has almost tripled over the last 10 years. This growing population, and the legal protection against sex discrimination afforded to them under Title VII, puts a responsibility on employers to better understand their experiences in the workplace. The purpose of the current study was to examine how disclosing a non-binary gender identity when applying for jobs influenced hiring outcomes. Specifically, my study assessed (a) hiring managers' beliefs about non-binary gender identities, (b) how those beliefs impacted hiring managers' perceived ability to provide social support to prospective applicants, and (c) how those beliefs and perceptions subsequently impacted their evaluations of and hiring intentions toward applicants who did or did not disclose a non-binary gender identity. I randomly assigned participants to one of four conditions ([self-disclosure: yes vs. no] x [other disclosure: yes vs. no]) and asked them to evaluate applicants via an online experiment. Although results did not reveal a significant effect of disclosure on hiring and support outcomes or a significant indirect effect of disclosure on hiring outcomes through support, there was a conditional indirect effect for one method of disclosure. I discuss theoretical and practical implications, study limitations, and avenues for future research.
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Wise, Shelby. "An Evaluation of Test-Taking Performance in a Selection Context Through Motivational Mechanisms and Job-Relatedness Perceptions." Bowling Green State University / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1509628823852464.

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Books on the topic "Job applicant"

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Canada. Dept. of Employment and Immigration. Job entry: Cooperative education guide to applicants : Canadian jobs strategy. Employment and Immigration Canada = Emploi et immigration Canada, 1991.

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Canada. Employment and Immigration Canada (Commission). Job development, guide to applicants. Employment and Immigration Canada, 1985.

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Canada. Employment and Immigration Canada (Commission). Job development: General projects : guide for applicants. Employment and Immigration Canada, 1989.

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Canada. Employment and Immigration Canada (Commission). Job entry: Cooperative education guide to applicants. Employment and Immigration Canada, 1991.

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Canada. Employment and Immigration Canada (Commission). Job development general projects: Guide for applicants. Employment and Immigration Canada, 1990.

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Johnson, Terry R. National Job Corps study: Job Corps applicants' programmatic experiences : final report. U.S. Dept. of Labor, Employment and Training Administration, 2000.

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Cheng, Maisy. A survey of 1989-90 teaching job applicants. Research Services, Toronto Board of Education, 1992.

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Get that job: Tools, techniques, and strategies "borrowed" from successful job applicants. Pilot Books, 1997.

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Maxfield, Myles. Getting hired: Characteristics employers prefer in unskilled job applicants. Greater Washington Research Center, 1988.

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Management of job applicants with a criminal record in the public service. Public Service Commission, 2009.

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Book chapters on the topic "Job applicant"

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Sridevi, G. M., and S. Kamala Suganthi. "Artificial Intelligence-Based Job Applicant Profile Quality Assessment and Relevance Ranking Using Clusters in Talent Acquisition Process." In Algorithms for Intelligent Systems. Springer Singapore, 2021. http://dx.doi.org/10.1007/978-981-33-4604-8_37.

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Encheva, Sylvia. "Similarity Measures for Ranking Job Applicants." In Advances in Intelligent Systems and Computing. Springer Singapore, 2018. http://dx.doi.org/10.1007/978-981-13-1165-9_86.

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Walek, Bogdan, Ondrej Pektor, and Radim Farana. "Evaluating Suitable Job Applicants Using Expert System." In Recent Advances in Soft Computing. Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-58088-3_18.

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Sander, Tom, Biruta Sloka, and Henrijs Kalkis. "Benefits of Employees Social Network Sites Profiles for Job Applicants." In Advances in Intelligent Systems and Computing. Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-20154-8_21.

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Goel, Apoorva, and Richa Awasthy. "Are Video Resumes Preferred by Job Applicants? Information Technology in Recruitment." In Re-imagining Diffusion and Adoption of Information Technology and Systems: A Continuing Conversation. Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-64861-9_13.

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Senaratna, H. A. S. D., Udaka A. Manawadu, W. K. N. Hansika, S. W. A. M. D. Samarasinghe, and P. Ravindra S. De Silva. "MUCOR: A Multiparty Conversation Based Robotic Interface to Evaluate Job Applicants." In Lecture Notes in Computer Science. Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-60117-1_21.

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Phan, Tung T., Vinh Q. Pham, Hien D. Nguyen, Anh T. Huynh, Dung A. Tran, and Vuong T. Pham. "Ontology-Based Resume Searching System for Job Applicants in Information Technology." In Advances and Trends in Artificial Intelligence. Artificial Intelligence Practices. Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-79457-6_23.

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Hrmo, Roman, Juraj Miština, and Lucia Krištofiaková. "Model for Improving the Quality of Graduates and Job Applicants in European Labour Market." In Interactive Collaborative Learning. Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-50337-0_41.

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Walek, Bogdan, Ondrej Pektor, and Radim Farana. "Proposal of the Web Application for Selection of Suitable Job Applicants Using Expert System." In Advances in Intelligent Systems and Computing. Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-33622-0_33.

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Villani, Daniela, Chiara Rotasperti, Pietro Cipresso, Stefano Triberti, Claudia Carissoli, and Giuseppe Riva. "Assessing the Emotional State of Job Applicants Through a Virtual Reality Simulation: A Psycho-Physiological Study." In Lecture Notes of the Institute for Computer Sciences, Social Informatics and Telecommunications Engineering. Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-49655-9_16.

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Conference papers on the topic "Job applicant"

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Schmitt, Thomas, Francois Gonard, Philippe Caillou, and Michele Sebag. "Language Modelling for Collaborative Filtering: Application to Job Applicant Matching." In 2017 IEEE 29th International Conference on Tools with Artificial Intelligence (ICTAI). IEEE, 2017. http://dx.doi.org/10.1109/ictai.2017.00186.

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Heidari, Hoda, and Andreas Krause. "Preventing Disparate Treatment in Sequential Decision Making." In Twenty-Seventh International Joint Conference on Artificial Intelligence {IJCAI-18}. International Joint Conferences on Artificial Intelligence Organization, 2018. http://dx.doi.org/10.24963/ijcai.2018/311.

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We study fairness in sequential decision making environments, where at each time step a learning algorithm receives data corresponding to a new individual (e.g. a new job application) and must make an irrevocable decision about him/her (e.g. whether to hire the applicant) based on observations made so far. In order to prevent cases of disparate treatment, our time-dependent notion of fairness requires algorithmic decisions to be consistent: if two individuals are similar in the feature space and arrive during the same time epoch, the algorithm must assign them to similar outcomes. We propose a general framework for post-processing predictions made by a black-box learning model, that guarantees the resulting sequence of outcomes is consistent. We show theoretically that imposing consistency will not significantly slow down learning. Our experiments on two real-world data sets illustrate and confirm this finding in practice.
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Sokol, Kacper, and Peter Flach. "Glass-Box: Explaining AI Decisions With Counterfactual Statements Through Conversation With a Voice-enabled Virtual Assistant." In Twenty-Seventh International Joint Conference on Artificial Intelligence {IJCAI-18}. International Joint Conferences on Artificial Intelligence Organization, 2018. http://dx.doi.org/10.24963/ijcai.2018/865.

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The prevalence of automated decision making, influencing important aspects of our lives -- e.g., school admission, job market, insurance and banking -- has resulted in increasing pressure from society and regulators to make this process more transparent and ensure its explainability, accountability and fairness. We demonstrate a prototype voice-enabled device, called Glass-Box, which users can question to understand automated decisions and identify the underlying model's biases and errors. Our system explains algorithmic predictions with class-contrastive counterfactual statements (e.g., ``Had a number of conditions been different:...the prediction would change...''), which show a difference in a particular scenario that causes an algorithm to ``change its mind''. Such explanations do not require any prior technical knowledge to understand, hence are suitable for a lay audience, who interact with the system in a natural way -- through an interactive dialogue. We demonstrate the capabilities of the device by allowing users to impersonate a loan applicant who can question the system to understand the automated decision that he received.
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Mehta, Sameep, Rakesh Pimplikar, Amit Singh, Lav R. Varshney, and Karthik Visweswariah. "Efficient multifaceted screening of job applicants." In the 16th International Conference. ACM Press, 2013. http://dx.doi.org/10.1145/2452376.2452453.

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WALEK, BOGDAN, and JIŘÍ BARTOŠ. "EXPERT SYSTEM FOR SELECTION OF SUITABLE JOB APPLICANTS." In The 11th International FLINS Conference (FLINS 2014). WORLD SCIENTIFIC, 2014. http://dx.doi.org/10.1142/9789814619998_0014.

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Augusto, Douglas A., Heder S. Bernardino, and Helio J. C. Barbosa. "Predicting the Performance of Job Applicants by Means of Genetic Programming." In 2013 BRICS Congress on Computational Intelligence & 11th Brazilian Congress on Computational Intelligence (BRICS-CCI & CBIC). IEEE, 2013. http://dx.doi.org/10.1109/brics-cci-cbic.2013.27.

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Harris, Christopher G. "Finding the Best Job Applicants for a Job Posting: A Comparison of Human Resources Search Strategies." In 2017 IEEE International Conference on Data Mining Workshops (ICDMW). IEEE, 2017. http://dx.doi.org/10.1109/icdmw.2017.31.

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Javed Mehedi Shamrat, F. M., Zarrin Tasnim, Pronab Ghosh, Anup Majumder, and Md Zahid Hasan. "Personalization of Job Circular Announcement to Applicants Using Decision Tree Classification Algorithm." In 2020 IEEE International Conference for Innovation in Technology (INOCON). IEEE, 2020. http://dx.doi.org/10.1109/inocon50539.2020.9298253.

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Jati, Wikan Kuncara, and L. Kemas Muslim. "Optimization of Decision Tree Algorithm in Text Classification of Job Applicants Using Particle Swarm Optimization." In 2020 3rd International Conference on Information and Communications Technology (ICOIACT). IEEE, 2020. http://dx.doi.org/10.1109/icoiact50329.2020.9332101.

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Shin, Ki-Young, and Jong-Hyeok Lee. "A job applicants' résumé verification method using a social network analysis Using Facebook like as Linkedin for a recruiting." In 2017 11th International Conference on Software, Knowledge, Information Management and Applications (SKIMA). IEEE, 2017. http://dx.doi.org/10.1109/skima.2017.8294124.

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Reports on the topic "Job applicant"

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Hamilton, Kelly. Does X Mark the Applicant? Assessing Reactions to Gender Non-Binary Job Seekers. Portland State University Library, 2000. http://dx.doi.org/10.15760/etd.7139.

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Diaz, Tirso E., Paul J. Sticha, Paul Hogan, Pat Mackin, and Peter Greenston. Determinants of the Army Applicant Job Choice Decision and the Development of a Decision Support Tool for the Enlistment Incentive Review Board. Defense Technical Information Center, 2012. http://dx.doi.org/10.21236/ada570569.

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Goswami, Saheli, and Jung Ha-Brookshire. Relationships between Negative Feedback on Companies and Gen Y Job Applicants' Employment Willingness. Iowa State University, Digital Repository, 2016. http://dx.doi.org/10.31274/itaa_proceedings-180814-1566.

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Agrawal, Ajay, Nicola Lacetera, and Elizabeth Lyons. Does Information Help or Hinder Job Applicants from Less Developed Countries in Online Markets? National Bureau of Economic Research, 2013. http://dx.doi.org/10.3386/w18720.

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Burton, Melissa. The Effects of a Realistic Job Preview on an Applicant's Ability to Self-select into Organizations. Portland State University Library, 2000. http://dx.doi.org/10.15760/etd.6769.

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