Relevant bibliographies by topics / Job-seeker

Contents

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

Academic literature on the topic 'Job-seeker'

Author: Grafiati
Published: 4 June 2021
Last updated: 10 March 2023

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Journal articles on the topic "Job-seeker"

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Duong, N. T., and T. D. Pham Thi. "How does AI recruitment influence satisfaction among student job-seekers? The role of self-efficacy as a moderator and mediator." Education and science journal 24, no. 8 (September 28, 2022): 64–94. http://dx.doi.org/10.17853/1994-5639-2022-8-64-94.

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Introduction. Companies have recently begun to use Artificial Intelligence (AI) technology for recruitment. Job seekers are then analysed and recruited by AI interview systems. However, there is a lack of studies on the relationship between AI recruitment and job seekers.Aims. This study aims to analyse job seekers’ perception of AI recruitment expected value, to investigate how to improve job seeker satisfaction under the AI recruitment technology, and to explore the expectations of job seekers in the AI recruitment process. Besides, self-efficacy serves as a moderator and mediator in the relationship between perception of AI recruitment expected value and job seeker satisfaction.Aims. This study aims to analyse job seekers’ perception of AI recruitment expected value, to investigate how to improve job seeker satisfaction under the AI recruitment technology, and to explore the expectations of job seekers in the AI recruitment process.Methodology and research method. A sample of 254 student job seekers was collected for data analysis. Self-efficacy serves as a moderator and mediator in the relationship between perception of AI recruitment expected value and job seeker satisfaction. Through factor analysis, the study classified and named each dimension of perception of AI recruitment expected value and self-efficacy. Perception of AI recruitment expected value is divided into full participation, process flexibility and file diversity. Self-efficacy is divided into positivity and confidence. Next, statistical analysis was then performed to test the hypotheses.Results. The findings show that (1) the process flexibility is positively correlated with job seeker satisfaction; (2) positivity has a moderating effect on full participation and job seeker satisfaction; (3) confidence has a moderating effect on process flexibility and job seeker satisfaction; (4) positivity and confidence serve as mediators the relationship between perception of AI recruitment expected value and job seeker satisfaction.Scientific novelty. The current study helped to develop new scales to measure the constructs related to AI recruitment.Practical significance. The findings provide us with information to improve job seeker satisfaction in AI recruitment. Companies provide AI recruitment maps before recruiting, give job seekers greater flexibility in the process, and finally produce recruitment results quickly after the job search and provide feedback from AI analysis.
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Yoon, Yeongjoon. "Need to downsize? Your future employees may like the idea of cutting pay more." Employee Relations: The International Journal 44, no. 2 (October 28, 2021): 407–30. http://dx.doi.org/10.1108/er-01-2021-0009.

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PurposeStudies comparing the consequences of payroll cost reduction methods (i.e. cutting pay and downsizing) have been limited, with no studies comparing these methods' impact on job-seeker attraction. The current research tries to close this gap by comparing the effects of cutting pay and downsizing on job-seeker attraction outcomes.Design/methodology/approachTwo studies are conducted. The first study compares the effects of the two payroll cost reduction methods (i.e. cutting pay vs downsizing) on job-seeker attraction through a within-subject design experiment of people in the United States. The second study analyzes secondary data in South Korea to compare the two methods' effects on the number of job applicants applying for job openings.FindingsThe results demonstrate that organizations with a history of pay cuts yield more favorable job-seeker attraction outcomes than organizations with a history of downsizing.Practical implicationsAlthough firms that choose to downsize may better maintain the morale of surviving employees, the decision of downsizing can have long-term costs, such as having a worse capability to attract job-applicants than firms that choose to cut pay and share the pain as a group.Originality/valueThe research provides an insight into which payroll cost reduction method yields better outcomes in terms of job-seeker attraction. The research responds to the call in the payroll cost reduction method literature of identifying a feasible alternative to downsizing in terms of various outcomes other than the morale of current (or remaining) employees.
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Eveleth, Daniel M., and Hayley Eveleth. "Job-Seeker Reactions to Rejection Emails." International Journal of Technology and Human Interaction 17, no. 3 (July 2021): 1–15. http://dx.doi.org/10.4018/ijthi.2021070101.

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The authors examined participant reactions to rejection emails. Those participants who evaluated emails that provided information in an interpersonally-sensitive manner with an opportunity for future interaction reported significantly higher attitudes toward the recruiter than did those who evaluated emails that were low in information sensitivity and interactivity. In addition, the effect of email type on word-of-mouth intentions toward the company was mediated by participant attitudes toward the recruiter. These results provide implications for organizations that are focusing on the efficiency-oriented benefits of using applicant tracking system at the expense of job-seekers' reactions and for individual recruiters who may be concerned about the effect of organization practices on their professional brand.
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Godlonton, Susan. "Employment Risk and Job-Seeker Performance." Journal of Human Resources 55, no. 1 (March 8, 2019): 194–239. http://dx.doi.org/10.3368/jhr.55.1.0317-8662r2.

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Mhamdi, D., R. Moulouki, M. Y. El Ghoumari, M. Azzouazi, and L. Moussaid. "Job Recommendation based on Job Profile Clustering and Job Seeker Behavior." Procedia Computer Science 175 (2020): 695–99. http://dx.doi.org/10.1016/j.procs.2020.07.102.

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Агеева and Yu Ageeva. "Phatica (Fatuor) in a Recruiter Verbal Behavior." Modern Communication Studies 4, no. 5 (September 19, 2015): 23–25. http://dx.doi.org/10.12737/13422.

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The unique verbal tactics revealed in studies of the communication process are used as the main strategy by the interviewer during the job interview in order to run diagnostics of the job seeker. One of such tactics is a special one based on the phatic function of so-called small talk. Its atypical implementation aims to inform the recruiter about the degree of conformity of the job seeker to the position.
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Adam, Muhammad. "Penyuluhan Bimbingan Jabatan dan Motivasi Kerja – Wednesday Inspiring Bagi Pencari Kerja Pada Dinas Ketenagakerjaan Kota Balikpapan." Abdimas Universal 2, no. 1 (April 30, 2020): 17–22. http://dx.doi.org/10.36277/abdimasuniversal.v2i1.54.

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One of the challenging thing for a job seeker during job interview is the lack of ability in answering the interview questions in English. This is caused not only because the poor English competence but also the poor knwolegde of the common job interview questions during recruitment process. The problem identified in this Community Service Program is the insufficient fund for training program of Balikpapan government, compare to the numbers of the job seeker. Therefore, cooperation with other party such as University to support any types of training program become one of the program that should always be conducted. The next problem identified is related to the lack of coomunication skills among job seeker in Balikpapan which in turn limit their opportunity in securing job especially during interview process that is conducted in English. The problem solving method is conducted in four stages, first is preparation, problem formulation, the training implementation and program evaluation. The result shows that the job seekers feel more confident in facing job interview in English after joining the program, they also expect that the similar program shall be conducted again with a longer duration.
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Reeve, Charlie L., and Lisa Schultz. "Job-Seeker Reactions to Selection Process Information in Job Ads." International Journal of Selection and Assessment 12, no. 4 (December 2004): 343–55. http://dx.doi.org/10.1111/j.0965-075x.2004.00289.x.

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Ganesan, Muruganantham, Suresh Paul Antony, and Esther Princess George. "Dimensions of job advertisement as signals for achieving job seeker’s application intention." Journal of Management Development 37, no. 5 (June 11, 2018): 425–38. http://dx.doi.org/10.1108/jmd-02-2017-0055.

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PurposeGrounded in the concept of signaling theory and instrumental-symbolic framework, the purpose of this paper is to develop a model to examine the impact of print job advertisement (ad) dimensions (message contents) and organizational familiarity on job seeker’s perception of attitude, organizational attractiveness, and application intention.Design/methodology/approachThis paper is a theoretical exploration based on existing literature.FindingsThe presence of instrumental and symbolic attributes in print job advertisement such as job and work characteristics, aesthetics, employee testimonial/picture, corporate image enhancing statements, organizational culture-enhancing statements, and human resource offerings are more likely to play influential roles in creating favorable attitude, organizational attractiveness, and application intention in a job seeker. Apart from this, organizational familiarity plays a moderating role on job seeker’s attitude formation and in gaining organizational attractiveness.Practical implicationsThe study offers a clear guideline to recruiting organizations, HR managers, recruitment agencies, or consultants on how to design a recruitment advertisement to pool a large number of potential applicants. The study also throws light on testing the effectiveness of a recruitment advertisement, similar to commercial ads. Moreover, the outcome of testing would help the recruiters understand the pulse of the job seeker toward the ad, job, and organization.Originality/valueThis study theoretically clarifies the role of instrumental and symbolic attributes or dimensions of job ads and the role of organizational familiarity in inducing positive attitude formation and organizational attractiveness, in the process that cultivates application intention in a potential job seeker.
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Si, Guoliang, Hengyi Lv, Hangfei Yuan, Dan Xie, and Ce Peng. "An Efficient Interpretable Visualization Method of Multidimensional Structural Data Matching Based on Job Seekers and Positions." Discrete Dynamics in Nature and Society 2021 (December 24, 2021): 1–13. http://dx.doi.org/10.1155/2021/2215280.

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With the rapid development of Internet technology, millions of small, medium, and microenterprises are using Internet recruitment platforms to host their recruitment information. They have different job requirements and benefits positions. It is important to understand them for job seekers when choosing a position. Existing Internet recruitment platforms do not provide a detailed analysis of positions and visual methods for multidimensional matching of positions and job applicants. Candidates need to spend a lot of energy to screen out suitable positions. In this paper, we propose an efficient interpretable visualization method of multidimensional structural data matching based on job seekers and positions. First, we extract the keywords of the job seeker’s ability and benefits based on personal information, and we generate a job seeker ability table and a job seeker demand table. After that, we calculate the degree of the support, confidence, and promotion of each rule through the association rules generated by each frequent itemset of recruitment data to obtain the association rule table. We further explore the relationship between the skills required for the three types of positions based on the association rule. Finally, we use the regression method to build a salary forecasting model. On this basis, we predict the salary of job seekers based on the work experience, education, and work city provided by the job seeker. Simulation results show that our method has better performance on the job analysis and recommendation.
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Dissertations / Theses on the topic "Job-seeker"

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Vest, Jusanne Meltzer. "The relationship of job seeker work experience and gender to the importance placed on work-related attributes." Diss., Virginia Polytechnic Institute and State University, 1989. http://hdl.handle.net/10919/54801.

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This study investigates individual perceptions of work related attributes during the employment search process. Specifically, the purpose of this study was to investigate: 1) the relationship of job seeker work experience to the importance placed on work-related attributes, and 2) the relationship of job seeker gender to the importance placed on work-related attributes. Six hundred and ninety-four graduating baccalaureate hospitality students from eleven nationwide universities with accredited hotel-restaurant programs participated in this study. Hypotheses proposed in this study were largely unsupported. Methodological difficulties associated with survey instrumentation and administration rendered the findings of this study inconclusive.
Ph. D.
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Palmer, Julie Dougherty Thomas W. "The relationships of organizational web site information and job seeker characteristics with perceptions of and attraction to the organization." Diss., Columbia, Mo. : University of Missouri--Columbia, 2008. http://hdl.handle.net/10355/6615.

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Title from PDF of title page (University of Missouri--Columbia, viewed on Feb 25, 2010). The entire thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file; a non-technical public abstract appears in the public.pdf file. Dissertation advisor: Dr. Thomas Dougherty. Vita. Includes bibliographical references.
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Skogholm, Elin, and Selma Sigmarsdóttir. "Vägledning inom arbetsförmedlingen." Thesis, Stockholms universitet, Institutionen för pedagogik och didaktik, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-77254.

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The purpose of this study was to examine guidance activities in an employment office and to explain the significance these activities have for the job seekers' way towards an occupation. The method used was literature studies and qualitative interviews with respondents in three categories: a manager, two workingmediators and three job seekers, all at the same employment service office. The results that emerged was that there are different kinds of guidance in the employment service, both in the narrow sense and broad sense. The different categories of respondents describe and define the guidance activities in different ways and have different descriptions of how these activities can help job seekers into employment. The conclusions drawn where that the manager sees everything on the employment service as guidance, workingmediators differ in their roles as advisers and counselors. The job seekers does not see the activities they had access to as guidance. The employees at the employment office considers that the guidance are more helpful in the process towards finding an occupation than job seekers think.
Syftet med studien var att undersöka vägledningsaktiviteter på ett arbetsförmedlingskontor samt att redogöra för vilken betydelse dessa aktiviteter har för de arbetssökandes process mot en sysselsättning. Metoden som använts var litteraturstudier samt kvalitativa intervjuer med intervjupersoner av tre olika kategorier: en chef på arbetsförmedlingen två arbetsförmedlare samt tre arbetssökande, alla vid samma arbetsförmedlingskontor. Resultaten som framkom var att de finns olika slags vägledning inom arbetsförmedling, både i snäv bemärkelse och vid bemärkelse. De olika kategorierna av intervjupersoner beskriver och definierar vägledningsaktiviteterna på olika sätt och de har olika beskrivningar på hur dessa aktiviteter kan hjälpa arbetssökande till sysselsättning. Slutsatser som dragits är att chefen ser allt på arbetsförmedlingen som vägledning, arbetsförmedlarna skiljer på sina roller som arbetsförmedlare och vägledare. De arbetssökande ser inte de aktiviteter de fått ta del av som vägledning. De anställda på arbetsförmedlingen anser att insatserna och aktiviteterna som finns är till större hjälp i processen mot en sysselsättning än vad de arbetssökande tycker.
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VIEIRA, Daianne Rafael. "Do Congo para o Brasil: as perspectivas de vida e trabalho de refugiados e solicitantes de refúgio congoleses no Rio de Janeiro." Universidade Federal de Pernambuco, 2015. https://repositorio.ufpe.br/handle/123456789/16277.

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Submitted by Fabio Sobreira Campos da Costa (fabio.sobreira@ufpe.br) on 2016-04-04T12:42:29Z No. of bitstreams: 2 license_rdf: 1232 bytes, checksum: 66e71c371cc565284e70f40736c94386 (MD5) VERSÃO DIGITAL_DISSERTAÇÃO DE DAIANNE RAFAEL VIEIRA_PPGA.pdf: 1937158 bytes, checksum: b484d5a9e66f5cdaa940d13be0e01655 (MD5)
Made available in DSpace on 2016-04-04T12:42:29Z (GMT). No. of bitstreams: 2 license_rdf: 1232 bytes, checksum: 66e71c371cc565284e70f40736c94386 (MD5) VERSÃO DIGITAL_DISSERTAÇÃO DE DAIANNE RAFAEL VIEIRA_PPGA.pdf: 1937158 bytes, checksum: b484d5a9e66f5cdaa940d13be0e01655 (MD5) Previous issue date: 2015-06-30
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Esta pesquisa aborda a inserção crescente do Brasil no acolhimento aos refugiados e solicitantes de refúgio dentro de um contexto internacional, bem como as razões que levam à migração congolesa pelo mundo. Discute também a vivência do refugiado e solicitante de refúgio congolês na cidade do Rio de Janeiro, no que implica revelar como estes indivíduos estão sendo recebidos, a formação de redes entre eles e a importância da busca por trabalho. Por meio da oferta de programas de assistência ligados ao Alto Comissariado nas Nações Unidas para Refugiados (ACNUR) e à Cáritas Arquidiocesana do Rio de Janeiro, este grupo de refugiados e solicitantes de refúgio tem revelado mecanismos de sobrevivência para se adaptar à sociedade brasileira, às falhas de acolhimento e às ofertas de trabalho, na tentativa de possibilitar um novo espaço de aceitação e morada. Assim, revela-se aqui como a concessão do refúgio aos congoleses localizados no Rio de Janeiro tem permitido a construção de novas perspectivas de vida, diferentes da vivência da fome, violência e miséria constantes na República Democrática do Congo.
This research addresses the growing insertion of Brazil within an international context as it welcomes refugees and asylum seekers as well as the reasons leading to Congolese migration around the world. It seeks to survey the day-to-day experience of Congolese refugees and asylum seekers in the city of Rio de Janeiro. Its goal is to reveal how these individuals are being accepted as well as the intricate formation of networks amongst them highlighting their job-seeking journey. It explores the topic of how, with the assistance of High Commissioner related assistance programs in the United Nations for Refugees (UNHCR) and the Archdiocesan Caritas of Rio de Janeiro, this group has developed coping mechanisms to adapt to Brazilian society. This paper also discusses the flaws encountered as Brazilian Society grants asylum to Congolese refugees, such as to provide these individuals with job opportunities as a vehicle for acceptance and residence. Thus, it is revealed here how the granting of refuge to the Congolese in Rio de Janeiro has allowed for the possibility of new perspectives of life compared to their previous experience of hunger, violence and constant misery in the Democratic Republic of Congo.
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Wesolowski, Peter. "We Only Accept Online Applications: The Effect of HRIS E-Recruitment Technology on Job-Seeker Fairness Perceptions in the Canadian Federal Public Sector." Thesis, Université d'Ottawa / University of Ottawa, 2016. http://hdl.handle.net/10393/34321.

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Industrial-organizational psychologist Stephen S.W. Gilliland developed a model for studying job-seeker fairness perceptions in 1993 based on existing research in organizational justice. The model includes several rules which will result in job-seeker perceptions of fairness if satisfied and job-seeker perceptions of unfairness if violated. Given the prominence of this model in the literature as well as changes which have occurred in personnel selection (such as human resource information systems, or HRIS, and e-recruitment), scholars have called for a technological re-envisioning of the original model, especially the explanations/descriptions ascribed to each rule. The present study seeks to understand how HRIS e-recruitment technology impacts job-seeker fairness perceptions and in so doing update the Gilliland (1993) model using a qualitative methodology and website success measures from information systems success theory. It contributes to the literature on applicant fairness perceptions by accounting for technological change, and contributes to the field of Public Administration by studying a governmental e-recruitment portal thereby accounting for the particularities of public-sector HRM which is underrepresented in the organizational justice literature. Over the course of one (1) year, twelve (12) job-seekers participated in a series of focus group interviews where they reflected on their experiences applying for jobs in the Canadian federal civil service using the government’s e-recruitment portal. Participants completed profiles, sent applications, communicated with government personnel, and wrote internet tests, among other job-search activities, and reported on their experiences from the perspective of fairness. Results confirm the validity of all original procedural justice rules and offer insight into their application in a recruitment environment where applicants invest considerable time interacting with computerized systems. Two additional rules are also put forth including the ease with which candidates can deceive tests and privacy/trustworthiness using technology. The findings are limited insofar as data gathering took place during a time of reduced hiring activity by the employer and because participation was limited to one (1) specific geographic location.
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Moberg, Åsa, and Antonio Nicoli. ""Problematiken är mer komplex än att bara sakna inkomst" : En kvalitativ studie rörande bedömning om ekonomiskt bistånd." Thesis, Linnéuniversitetet, Institutionen för socialt arbete (SA), 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-65717.

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A Social Services Act was introduced in 2016 to avoid differences concerning assessments between municipalities and to improve legal certainty and equal treatment among applicants. This study is aiming at investigating social security officers’ assessment of applications for income support in order to fulfill the legislator’s aim of the actual act. In more details, the study uncovers criteria for how the social security officers assess whether clients are actively seeking employment or not.   A qualitative approach based on individual semi-structured interviews is conducted with six social security officers from three Swedish municipalities. Interviews are based on a fictional case. Lipsky’s theory of Street-level bureaucrats and Hasenfeld’s Human service organizations theory are applied to analyze collected interviews. The result shows that the amendment in the Social Service Act does not induce major changes in social security officers’ routines. There are various factors influencing these officers’ decision making regarding the clients’ activities to search for jobs. Decision-making is contextually dependent and there is room for discretion concerning the interpretation of the actual Social Service Act. Therefore this act might be improved in order to achieve equal treatment and legal certainty.
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Šedová, Lucie. "Návrh na snížení nezaměstnanosti v okrese Třebíč." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2015. http://www.nusl.cz/ntk/nusl-224916.

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This master’s thesis deals with the problem of unemployment and its development in the district of Trebic in years 2009 – 2013. The work is focused of finding the causes of unemployment through labor market analysis, especially structure of job seeker. Some solutions that can help to reduce unemployment rate in the district of Trebic result from the conducted analysis. These are presented in the conclusion of the thesis.
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MOCHI, FRANCESCA. "Creatività individuale e di team: Esperimenti riguardo gli effetti degli stili di leadership e delle pratiche di gestione delle risorse umane." Doctoral thesis, Università Cattolica del Sacro Cuore, 2018. http://hdl.handle.net/10280/39858.

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La tesi approfondisce alcune delle risorse strategiche che permettono la sopravvivenza e il miglioramento delle organizzazioni. Essa si divide in tre articoli, il fil rouge è l’utilizzo degli esperimenti come metodologia di ricerca. Riconoscendo la creatività dei lavoratori come una competenza strategica e una misura di performance sia a livello individuale che di gruppo, il primo articolo confronta gli effetti di tre stili di leadership – trasformazionale, transazionale e laissez-faire – sulla creatività individuale e mostra quale di essi sia più appropriato per il suo incremento. I mood positivi e negativi sono stati inclusi nel modello di ricerca come mediatori e la motivazione intrinseca è stata inclusa come moderatore. Il secondo articolo estende il primo e indaga le medesime relazioni a livello di team. Non solo i leader, ma anche i follower sono rilevanti per le organizzazioni: i talenti sono la linfa vitale delle organizzazioni e il loro comportamento deve essere indagato in modo da attrarli, trattenerli e gestirli. Il terzo articolo indaga quindi il comportamento dei talenti nella ricerca di una posizione lavorativa e nella scelta del datore di lavoro tramite l’utilizzo di social media e l’analisi delle pagine sui social network.
The purpose of the thesis is to provide an in-depth understanding of some strategic resources that allow organizational survival and improvement. The thesis is divided into three papers and the fil rouge is the use of experimental design as research methodology. Recognizing creativity as a strategic competence and a measure of individual or team performance, the first paper compares the effect of three leadership styles – transformational, transactional and laissez-faire – on individual creativity, thus showing which leadership behavior is the most suitable for enhancing it. Positive and negative moods are included in the research design as mediators and individual intrinsic motivation is included as moderator. The second paper is an extension of the first one and investigates the same relationships at a team level of analysis. Furthermore, not only leaders are relevant for the organizations, but followers too. Talents are the life-bloods of organizations and their behaviours have to be detected for attracting them, but also for retaining and managing them. The third paper untangles the job seekers’ behaviors in looking for a job and choosing a company rather than another one basing their choice on the screening of social media and social network pages.
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MOCHI, FRANCESCA. "Creatività individuale e di team: Esperimenti riguardo gli effetti degli stili di leadership e delle pratiche di gestione delle risorse umane." Doctoral thesis, Università Cattolica del Sacro Cuore, 2018. http://hdl.handle.net/10280/39858.

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La tesi approfondisce alcune delle risorse strategiche che permettono la sopravvivenza e il miglioramento delle organizzazioni. Essa si divide in tre articoli, il fil rouge è l’utilizzo degli esperimenti come metodologia di ricerca. Riconoscendo la creatività dei lavoratori come una competenza strategica e una misura di performance sia a livello individuale che di gruppo, il primo articolo confronta gli effetti di tre stili di leadership – trasformazionale, transazionale e laissez-faire – sulla creatività individuale e mostra quale di essi sia più appropriato per il suo incremento. I mood positivi e negativi sono stati inclusi nel modello di ricerca come mediatori e la motivazione intrinseca è stata inclusa come moderatore. Il secondo articolo estende il primo e indaga le medesime relazioni a livello di team. Non solo i leader, ma anche i follower sono rilevanti per le organizzazioni: i talenti sono la linfa vitale delle organizzazioni e il loro comportamento deve essere indagato in modo da attrarli, trattenerli e gestirli. Il terzo articolo indaga quindi il comportamento dei talenti nella ricerca di una posizione lavorativa e nella scelta del datore di lavoro tramite l’utilizzo di social media e l’analisi delle pagine sui social network.
The purpose of the thesis is to provide an in-depth understanding of some strategic resources that allow organizational survival and improvement. The thesis is divided into three papers and the fil rouge is the use of experimental design as research methodology. Recognizing creativity as a strategic competence and a measure of individual or team performance, the first paper compares the effect of three leadership styles – transformational, transactional and laissez-faire – on individual creativity, thus showing which leadership behavior is the most suitable for enhancing it. Positive and negative moods are included in the research design as mediators and individual intrinsic motivation is included as moderator. The second paper is an extension of the first one and investigates the same relationships at a team level of analysis. Furthermore, not only leaders are relevant for the organizations, but followers too. Talents are the life-bloods of organizations and their behaviours have to be detected for attracting them, but also for retaining and managing them. The third paper untangles the job seekers’ behaviors in looking for a job and choosing a company rather than another one basing their choice on the screening of social media and social network pages.
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Tseng, Su-ching, and 曾素菁. "Research for Job Seeker Values of Generation Y." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/81917937022496880619.

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碩士
國立中山大學
高階經營碩士班
100
This study to explore Generation Y seekers values, the purpose of the study of Generation Y in the process of choosing a business consideration, and explore the different Generation Y has a different seek values. Sampling object of this study, the 30-year-old Generation Y seek seekers, conducted survey questionnaire scale way of their seek search intention, seek values is divided into the industry, company culture, organizational performance, organizational characteristics, seek characteristics, reward systems, learning and development and social responsibility. The results showed that the image of the organization does send a message on the internal staff to seekers, If the organization''s message is strong severe or obvious, seek seekers may be easier to notice this company, and more a reality check on the company the content of the message, and then to measure the organization through the assessment of values and similarity.
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Books on the topic "Job-seeker"

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How to manage a successful job search: Tips from an experienced job seeker. [Tampa, Fla.]: E. Sturm, 2009.

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Make your job interview a success: A guide for the career-minded job seeker. 3rd ed. New York: Prentice Hall, 1991.

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Biegeleisen, J. I. Make your job interview a success: A guide for the career-minded job seeker. 2nd ed. New York: Distributed by Prentice Hall Trade, 1987.

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Make your job interview a success: A guide for the career-minded job seeker. 4th ed. New York: Prentice Hall, 1994.

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Oregon. Employment Dept., ed. Employer & job seeker service providers: WorkSource - Pendleton, Milton-Freewater, Hermiston. [Salem, Or.]: State of Oregon, Employment Dept., 2003.

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Oregon. Employment Dept., ed. Employer & job seeker service providers: WorkSource - Pendleton, Milton-Freewater, Hermiston. [Salem, Or.]: State of Oregon, Employment Dept., 2003.

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Gross, Pam. Want a new, better, fantastic job?: A how-to manual for the serious job seeker. Lake Oswego, OR: RightSide Resources, 1991.

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Gross, Pam. Want a new, better, fantastic job?: A how-to manual for the serious job seeker. Lake Oswego, OR: RightSide Resources, 1991.

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Gross, Pam. Want a new, better, fantastic job?: A how-to manual for the serious job seeker. Lake Oswego, OR: RightSide Resources, 1991.

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Elliott, Carter E. Clean, sober, and unemployed: Strategies for the post-rehabilitation job-seeker. Bradenton, Fla: Human Services Institute, 1991.

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Book chapters on the topic "Job-seeker"

1

Sundaramoorthy, Suriya. "Design of UML Diagrams for Job Seeker Portal System." In UML Diagramming, 227–35. Boca Raton: Auerbach Publications, 2022. http://dx.doi.org/10.1201/9781003287124-22.

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Coles, Bob. "School Leaver, Job Seeker, Dole Reaper: Young and Unemployed in Rural England." In The Experience Of Unemployment, 79–97. London: Palgrave Macmillan UK, 1986. http://dx.doi.org/10.1007/978-1-349-18454-5_6.

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Jayasinghe, Shan Anjana, Galagedarage Dinesh Samarasinghe, and Theekshana Suraweea. "Thought Process of a New Graduate Which Leads to Behavioral Intention to Apply for a Job Vacancy." In Advances in Logistics, Operations, and Management Science, 247–73. IGI Global, 2018. http://dx.doi.org/10.4018/978-1-5225-5360-1.ch008.

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Due to inadequacy, there is a call for more research on the thought process of job seekers. This chapter argues that employers have to communicate their company's job-seeker value proposition to new graduates to create job-seeker perceived value in their minds. Job-seeker perceived value will lead to behavioral intention. Further, the chapter proposes that a company's job-seeker value proposition has a direct positive relationship with behavioral intention and the relationship is moderated positively by voluntariness and gender. The technology acceptance model and the unified theory of acceptance and use of technology (UTAUT) were used to develop arguments related to each relationship proposed in the conceptual framework. Marketing management literature was used to label both constructs: company's job-seeker value proposition and job-seeker perceived value; and the same is employed to complement the arguments borrowed from management information system. Theoretical contribution, practical contribution, limitations, and opportunities for future research are also discussed in the chapter.
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Gower, Wendy Strobel, Hannah Rudstam, and Judy Young. "Elements of Effective Job Placement: Environmental Context, Employer Relationships, and Understanding the Job Seeker." In Career Development, Employment, and Disability in Rehabilitation. New York, NY: Springer Publishing Company, 2013. http://dx.doi.org/10.1891/9780826195647.0018.

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Craig, Paul, and Gráinne de Búrca. "22. Free Movement of Workers." In EU Law, 781–831. Oxford University Press, 2020. http://dx.doi.org/10.1093/he/9780198856641.003.0022.

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All books in this flagship series contain carefully selected substantial extracts from key cases, legislation, and academic debate, providing students with a stand-alone resource. The free movement of workers is of central importance to the EU, in both economic and social terms. This is reflected in the legislation that fleshes out the basic rights contained in Article 45 and in the European Court of Justice’s consistently purposive interpretation of the Treaty Articles and legislation to achieve the EU’s objectives in this area. This chapter considers several central legal issues that arise in the context of the free movement of workers. These include the scope of Article 45, the meaning accorded to ‘worker’, the rights of intermediate categories such as ‘job-seeker’, the kinds of restrictions that states may justifiably impose on workers and their families; and the rights which family members enjoy under EU law. The UK version contains a further section analysing issues concerning free movement of workers between the EU and the UK post-Brexit.
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Craig, Paul, and Gráinne de Búrca. "22. Free Movement of Workers." In EU Law, 809–60. Oxford University Press, 2020. http://dx.doi.org/10.1093/he/9780198859840.003.0022.

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All books in this flagship series contain carefully selected substantial extracts from key cases, legislation, and academic debate, providing students with a stand-alone resource. The free movement of workers is of central importance to the EU, in both economic and social terms. This is reflected in the legislation that fleshes out the basic rights contained in Article 45 and in the European Court of Justice’s consistently purposive interpretation of the Treaty Articles and legislation to achieve the EU’s objectives in this area. This chapter considers several central legal issues that arise in the context of the free movement of workers. These include the scope of Article 45, the meaning accorded to ‘worker’, the rights of intermediate categories such as ‘job-seeker’, the kinds of restrictions that states may justifiably impose on workers and their families; and the rights which family members enjoy under EU law. The UK version contains a further section analysing issues concerning free movement of workers between the EU and the UK post-Brexit.
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Conference papers on the topic "Job-seeker"

1

Wheeler, Earnest, and Tawanna R. Dillahunt. "Navigating the Job Search as a Low-Resourced Job Seeker." In CHI '18: CHI Conference on Human Factors in Computing Systems. New York, NY, USA: ACM, 2018. http://dx.doi.org/10.1145/3173574.3173622.

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Charleer, Sven, Francisco Gutiérrez, and Katrien Verbert. "Supporting job mediator and job seeker through an actionable dashboard." In IUI '19: 24th International Conference on Intelligent User Interfaces. New York, NY, USA: ACM, 2019. http://dx.doi.org/10.1145/3301275.3302312.

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Chala, Sisay, and Madjid Fathi. "Job seeker to vacancy matching using social network analysis." In 2017 IEEE International Conference on Industrial Technology (ICIT). IEEE, 2017. http://dx.doi.org/10.1109/icit.2017.7915542.

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Kota, Nagaraj, Venkatesh Duppada, Ashvini Jindal, and Mohit Wadhwa. "Understanding Job Seeker Funnel for Search and Discovery Personalization." In CIKM '21: The 30th ACM International Conference on Information and Knowledge Management. New York, NY, USA: ACM, 2021. http://dx.doi.org/10.1145/3459637.3481959.

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S., Lena Nuryanti, Dian H. Utama, and Usep Saepudin. "Changing Students Mindsets from a Job Seeker to be Job Creator through Entrepreneurial Project Based Learning." In 2nd International Conference on Economic Education and Entrepreneurship. SCITEPRESS - Science and Technology Publications, 2017. http://dx.doi.org/10.5220/0006881901340139.

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Fang, Bingyang, Srikanth Parameswaran, and Rohit Valecha. "All about My Employer - The Effects of Job Seeker Characteristics and Job Attributes on Electronic Staff Word of Mouth Helpfulness." In SIGMIS-CPR '21: 2021 Computers and People Research Conference. New York, NY, USA: ACM, 2021. http://dx.doi.org/10.1145/3458026.3462151.

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Setyadi, Dody, Karnowahadi, and Endang Sulistyani. "Probability Model for Looking for a Job Educated Job Seeker at the Labor Market in Central Java Province (Sakernas Data)." In International Conference on Management, Business, and Technology (ICOMBEST 2021). Paris, France: Atlantis Press, 2021. http://dx.doi.org/10.2991/aebmr.k.211117.006.

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Kurniawan, Dediek Tri, Sopiah, Lohana Juariyah, Afwan Hariri Agus Prohimi, and Yesiana ihda Kusnayain. "How COVID-19 Pandemic Changes Job Seeker Perceptions about an Indonesian Giant Startup as Top Employers." In The International Conference on Business and Management Research (ICBMR 2020). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/aebmr.k.201222.042.

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Grudistova, E. G. "The formation of motives of self-actualization of personality as a criterion for success job seeker." In Научный диалог: Экономика и менеджмент. ЦНК МОАН, 2019. http://dx.doi.org/10.18411/spc-08-04-2019-11.

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Hartanto, Anggit Dwi, Ema Utami, Sumarni Adi, and Harish Setyo Hudnanto. "Job Seeker Profile Classification of Twitter Data Using the Naïve Bayes Classifier Algorithm Based on the DISC Method." In 2019 4th International Conference on Information Technology, Information Systems and Electrical Engineering (ICITISEE). IEEE, 2019. http://dx.doi.org/10.1109/icitisee48480.2019.9003963.

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