Journal articles: '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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Yoon, Yeong Joon. "Pay Cuts vs. Downsizing: Job-Seeker Attraction Outcomes." Academy of Management Proceedings 2017, no. 1 (August 2017): 13343. http://dx.doi.org/10.5465/ambpp.2017.13343abstract.

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Taylor, Denise. "Learning and Development: Helping the 50+ job seeker." OP Matters 1, no. 31 (September 2016): 13–16. http://dx.doi.org/10.53841/bpsopm.2016.1.31.13.

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Chala, Sisay Adugna, Fazel Ansari, Madjid Fathi, and Kea Tijdens. "Semantic matching of job seeker to vacancy: a bidirectional approach." International Journal of Manpower 39, no. 8 (November 5, 2018): 1047–63. http://dx.doi.org/10.1108/ijm-10-2018-0331.

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Purpose The purpose of this paper is to propose a framework of an automatic bidirectional matching system that measures the degree of semantic similarity of job-seeker qualifications and skills, against the vacancy provided by employers or job-agents. Design/methodology/approach The paper presents a framework of bidirectional jobseeker-to-vacancy matching system. Using occupational data from various sources such as the WageIndicator web survey, International Standard Classification of Occupations, European Skills, Competences, Qualifications, and Occupations as well as vacancy data from various open access internet sources and job seekers information from social networking sites, the authors apply machine learning techniques for bidirectional matching of job vacancies and occupational standards to enhance the contents of job vacancies and job seekers profiles. The authors also apply bidirectional matching of job seeker profiles and vacancies, i.e., semantic matching vacancies to job seekers and vice versa in the individual level. Moreover, data from occupational standards and social networks were utilized to enhance the relevance (i.e. degree of similarity) of job vacancies and job seekers, respectively. Findings The paper provides empirical insights of increase in job vacancy advertisements on the selected jobs – Internet of Things – with respect to other job vacancies, and identifies the evolution of job profiles and its effect on job vacancies announcements in the era of Industry 4.0. In addition, the paper shows the gap between job seeker interests and available jobs in the selected job area. Research limitations/implications Due to limited data about jobseekers, the research results may not guarantee high quality of recommendation and maturity of matching results. Therefore, further research is required to test if the proposed system works for other domains as well as more diverse data sets. Originality/value The paper demonstrates how online jobseeker-to-vacancy matching can be improved by use of semantic technology and the integration of occupational standards, web survey data, and social networking data into user profile collection and matching.

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Agustriana, Lily, Udiansyah Udiansyah, Muhammad Anshar Nur, Andi Tenri Sompa, and Ahmad Yunani. "Implementation of Online Labor Market Information System Innovation (Sipaja-Online) on Community Satisfaction Index at the Manpower and Transmigration Office of Banjar District." Saudi Journal of Economics and Finance 6, no. 2 (February 16, 2022): 69–80. http://dx.doi.org/10.36348/sjef.2022.v06i02.005.

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LILY AGUSTRIANA (1720422320005), 2021 "Implementation of Online Job Market Information System Innovation (Sipaja-Online) on the Community Satisfaction Index at the Manpower and Transmigration Office of Banjar Regency". Under the guidance of Prof. Udiansyah and Muhammad Ansar Nur. The online Job Market Information System (SIPAJA) service innovation is the creation of an online-based Job Seeker Card (AK1) and e-register, an inclusive excellent service system by facilitating and providing online Job Seeker Card (AK1) services. Job seekers can make Job Seeker Cards (AK1) wherever they are, in addition to services in the form of Job Market Information, Placement by company (report) and Notifications/whatsapp for reporting the status of job seekers who are already working. Broadly speaking 4 (four) types of services The services provided include online-based Job Seeker Card Services, Job Market Information Services which are directly administrated by the company, Placements by Companies (report) and Notifications/whatsapp for reporting on the status of job seekers who are already working (Report Placements). The research method used is a qualitative research approach and descriptive type. The research informants in this study were the head of the expansion of job opportunity development, placement and transmigration, as well as the head of labor protection, and the Sipaja Online management staff at the Manpower and Transmigration Service. The data collection techniques are observation, interviews and documentation taking into account the assessment of the Community Satisfaction Index in October 2021. The focus of the research uses George C. Edward III's theory of policy implementation. Data analysis used is data reduction, data presentation and verification. The results of the study show that there are 4 factors in the implementation of public policies, namely communication factors, resources, disposition (executive attitudes), and bureaucratic structure factors. All of these factors have been successfully implemented in the field, such as the disposition factor, namely the indicators for appointing bureaucrats and indicators for incentives, which have been successfully implemented. However, the communication factor is still not implemented optimally in the field because in the three indicators contained in the communication factor only the consistency indicator has been implemented optimally. Meanwhile, the other two indicators, namely the transmission and clarity indicators, have not been implemented optimally. Due to the lack of socialization given to the public regarding Sipaja Online and the Job Market.

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Gershon, Ilana. "Hailing the US job-seeker: origins and neoliberal uses of job applications." Culture, Theory and Critique 60, no. 1 (January 2, 2019): 84–97. http://dx.doi.org/10.1080/14735784.2018.1548299.

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Lin, Hsiu-Fen. "The impact of company-dependent and company-independent information sources on organizational attractiveness perceptions." Journal of Management Development 34, no. 8 (August 10, 2015): 941–59. http://dx.doi.org/10.1108/jmd-12-2013-0161.

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Purpose – Grounded in the extended technology acceptance model and dual-process theory, the purpose of this paper is to develop a research model to examine the impact of company-dependent (e.g. recruitment web sites) and company-independent (e.g. social influences) information sources on job seeker perceptions of organizational attractiveness. Design/methodology/approach – Utilizing data collected from 193 participants in Taiwan, various relationships in the research model are tested using the partial least squares approach. Findings – The results indicated that job seeker beliefs (perceived usefulness and perceived ease of use) of recruitment web sites and social influence factors (informational and normative social influences) are important antecedents of organizational attractiveness. Furthermore, system quality affects perceived ease of use, while information quality and service quality influence both perceived ease of use and perceived usefulness of recruitment web sites. Practical implications – Organizations need to put time and effort into ensuring that job seekers are satisfied with the information and service quality of recruitment web sites, since these two service-oriented web site features can enhance job seeker perceptions of organizational attractiveness. Additionally, perhaps the recruitment web sites can add links designed specifically for the social influencers such as parents, significant others, or teachers. Originality/value – The empirical approach is novel to the recruitment literature, and this study demonstrates its viability in providing a more comprehensive examination of the role of recruitment-related information sources for organizational attractiveness perceptions. These contributions also have practical implications for organizations: understanding how various recruitment-related information sources are likely to affect job seeker attraction and application decisions may improve organizational recruitment effectiveness by building a well-designed recruitment web site and positive word of mouth from existing employees.

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Terzis, Vasileios, and Anastasios A. Economides. "Job Site Evaluation Framework (JSEF) and comparison of Greek and foreign job sites." Human Systems Management 24, no. 3 (August 3, 2005): 223–37. http://dx.doi.org/10.3233/hsm-2005-24305.

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Job sites are emerging as a successful way of job finding and filling. Job seekers are using job sites to find appropriate jobs. Recruiters are using job sites to find appropriate employees. This paper provides a Job Site Evaluation Framework (JSEF) both from the job seeker and the recruiter point of view. This framework may be useful for job seekers, recruiters and job site designers. Furthermore, the paper evaluates the state of Greek job sites in comparison to foreigner ones. Guidelines and proposals for job sites improvement are given.

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Sol, Els, and Mies Westerveld. "The individual job seeker in the sphere of contractualism." International Journal of Sociology and Social Policy 27, no. 7/8 (July 31, 2007): 301–10. http://dx.doi.org/10.1108/01443330710773872.

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G．M．, Sridevi, and S. Kamala Suganthi. "AI based suitability measurement and prediction between job description and job seeker profiles." International Journal of Information Management Data Insights 2, no. 2 (November 2022): 100109. http://dx.doi.org/10.1016/j.jjimei.2022.100109.

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Eveleth, Daniel, Robert Stone, and Lori Baker-Eveleth. "The Influence of Recruitment Websites on Job-Seeker Perceptions of Organization and Job Fit." International Journal of Technology and Human Interaction 14, no. 4 (October 2018): 1–22. http://dx.doi.org/10.4018/ijthi.2018100101.

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This article describes how the uses of websites to recruit and communicate with job-seekers is a well-established practice that has been increasing in frequency. How the website functions can influence job-seekers' perceptions of how well they will fit into the organization as well as match the requirements of a specific open position. The primary research question in this article is how job-seekers' fit perceptions obtained from using the recruitment website, influence their website satisfaction and intentions with respect to the organization. To explore this question and others, a theoretical model with corresponding hypotheses was developed. The empirical analysis of the theoretical model used 199 questionnaire responses and structural equation modeling. The findings offer support for the view that the website's content, job-seeker knowledge of the organization, and the job-seeker's social network influence positively perceptions of fit to the organization and the job in meaningful ways.

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McQuaid, R. W., M. Greig, and J. Adams. "Unemployed Job Seeker Attitudes towards Potential Travel‐to‐Work Times." Growth and Change 32, no. 3 (January 2001): 355–68. http://dx.doi.org/10.1111/0017-4815.00163.

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Cho, Sung‐Eun, and Young‐Min Lee. "The Effects of Youth Job Seeker Allowance in South Korea." Asian-Pacific Economic Literature 34, no. 2 (November 2020): 64–77. http://dx.doi.org/10.1111/apel.12312.

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Vest, Jusanne M., and Suzanne K. Murrmann. "Job seeker gender and its relationship to work-related attributes." International Journal of Hospitality Management 11, no. 3 (August 1992): 269–77. http://dx.doi.org/10.1016/0278-4319(92)90023-o.

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Bustaman, Hasnun Anip, Mohammad Nazri Mohd nor, Azni Zarina Taha, and Maheran Zakaria. "Job seeker attraction to organizational justice mediated by organizational reputation." Cogent Psychology 7, no. 1 (January 1, 2020): 1816255. http://dx.doi.org/10.1080/23311908.2020.1816255.

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Sceulovs, Deniss, Vladimir Shatrevich, and Elina Gaile-Sarkane. "Evaluation of E-recruitment as a Business Model through Internet of Things Approach." GATR Journal of Business and Economics Review 2, no. 1 (March 20, 2017): 12–27. http://dx.doi.org/10.35609/jber.2017.2.1(2).

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Objective - Modern e-businesses are developing rapidly as new modern enterprises; e-business management is an important topic across contemporary management and modern information technology. The purpose of the paper is to investigate e-recruitment based on Business Model Ontology framework, to provide useful implication of e-recruitment as a business model. The aim is to create a usable model for building company's value added through e-business, helping companies to evaluate contribution of each element added to the model. Methodology/Technique - The research done by reviewing previous studies in related areas. Findings - E-recruitment`s effect on initial job-seeker interest is limited, decreasing the potential possibility to attract a job-seeker and receive positive feedback. Information interaction plays a certain role in job seeker's attitude and job acceptance decisions, but the motivation-enhancing possibilities are likely to be less effective than traditional ones Novelty - The proposed model of study will provide a practical framework for business users. Type of Paper: Review Keywords: E-Recruitment; Internet of Things; E-Business; Business Model Ontology; Value Creation; Information and Communication Technology. JEL Classification: M15,M51, D83.

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Taufik, Muhamad, Iqbal Miftakhul Mujtahid, and Rino Ardhian Nugroho. "Structural Collaboration Process, Staff and Non-Civil Servant in Job Seeker Card Service (AK-1)." Jurnal Administrasi Publik : Public Administration Journal 11, no. 2 (September 9, 2021): 121–29. http://dx.doi.org/10.31289/jap.v11i2.5408.

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This study aims at investigateingthe strategy taken by the Department of Manpower and Industry of the city of Tarakan in overcoming the job seeker card service (AK-1). The problem was focused on collaboration between structural officials, staff, and non civil servant. To solve this problem, the theoretical references of Chris Ansell and Alisson Gash were used. The data were collected through interviews, observation and documentation and analyzed qualitatively. This study concludes that the collaboration process between structural officials, staff and non civil servant at the Department of Manpower and Industry of the city of Tarakan was going well, the strategy for making job seeker cards were able be applied. The service supporting factor was the existence of Information Technology (IT)-based applications, an inhibiting factor from services due to the Covid-19 pandemic. Services are still carried out based on health procedures set by the government.

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Hicklenton, Carol L., Donald W. Hine, Aaron B. Driver, and Natasha M. Loi. "How personal values shape job seeker preference: A policy capturing study." PLOS ONE 16, no. 7 (July 29, 2021): e0254646. http://dx.doi.org/10.1371/journal.pone.0254646.

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Does the “ideal” organization exist? Or do different workplace attributes attract different people? And if so, what attributes attract what types of employees? This study combines person-organization fit theory and a policy capturing methodology to determine (a) which attributes are the strongest predictors of perceived organization attractiveness in a sample of Australian job seekers, and (b) whether the magnitude of these predictive effects varies as a function of job seekers’ personal values. The design of this study is a randomized experiment of Australian job seekers who responded to an online survey invitation. Each of the 400 respondents received a random subset of 8 of 64 possible descriptions of organizations. Each description presented an organization that scored either high or low on six attributes based on the Employer Attractiveness Scale: economic, development, interest, social, application, and environmental value. Multi-level modelling revealed that all six attributes positively predicted job seekers’ ratings of organization attractiveness, with the three strongest predictors being social, environmental, and application value. Moderation analyses revealed that participants with strong self-transcendent or weak self-enhancement values were most sensitive to the absence of social, environmental, and application value in workplaces, down-rating organizations that scored low on these attributes. Our results demonstrate how job seekers’ personal values shape preferences for different types of workplaces. Organizations may be able to improve recruitment outcomes by matching working conditions to the personal values of workers they hope to employ.

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Kammeyer-Mueller, John, and Hui Liao. "Workforce reduction and job-seeker attraction: Examining job seekers' reactions to firm workforce-reduction policies." Human Resource Management 45, no. 4 (2006): 585–603. http://dx.doi.org/10.1002/hrm.20133.

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Faberman, R. Jason, and Marianna Kudlyak. "The Intensity of Job Search and Search Duration." American Economic Journal: Macroeconomics 11, no. 3 (July 1, 2019): 327–57. http://dx.doi.org/10.1257/mac.20170315.

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We use online job application data to study the relationship between search intensity and search duration. The data allow us to control for job seeker composition and the evolution of available job openings over the duration of search. We find that, within an individual search spell, search intensity declines continuously. We also find that longer-duration job seekers search more intensely throughout their search. They tend to be older, male, nonemployed, and live in areas with weaker labor markets. Our findings contradict standard assumptions of labor search models. We discuss how to reconcile the theory with our evidence. (JEL E24, J24, J63, J64)

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Peterie, Michelle, Gaby Ramia, Greg Marston, and Roger Patulny. "Emotional Compliance and Emotion as Resistance: Shame and Anger among the Long-Term Unemployed." Work, Employment and Society 33, no. 5 (May 9, 2019): 794–811. http://dx.doi.org/10.1177/0950017019845775.

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Contemporary governments employ a range of policy tools to ‘activate’ the unemployed to look for work. Framing unemployment as a consequence of personal shortcoming, these policies incentivise the unemployed to become ‘productive’ members of society. While Foucault’s governmentality framework has been used to foreground the operation of power within these policies, ‘job-seeker’ resistance has received less attention. In particular, forms of emotional resistance have rarely been studied. Drawing on in-depth interviews with 80 unemployed welfare recipients in Australia, this article shows that many unemployed people internalise activation’s discourses of personal failure, experiencing shame and worthlessness as a result. It also reveals, however, that a significant minority reject this framing and the ‘feeling rules’ it implies, expressing not shame but anger regarding their circumstances. Bringing together insights from resistance studies and the sociology of emotions, this article argues that ‘job-seeker’ anger should be recognised as an important form of ‘everyday resistance’.

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Dias, Felipe A. "The (In)Flexibility of Racial Discrimination: Labor Market Context and the Racial Wage Gap in the United States, 2000 to 2021." Socius: Sociological Research for a Dynamic World 9 (January 2023): 237802312211489. http://dx.doi.org/10.1177/23780231221148932.

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Does racial wage discrimination increase during economic downturns? In this article, the author tests empirically the association between economic conditions and racial wage discrimination for black, Hispanic, and Asian workers. Using data from the Current Population Survey, the author finds that the wage gap between Hispanics and whites, and between Asians and whites, increases with the job-seeker rate and unemployment rate. However, the wage gap between black and white workers increases slightly with the unemployment rate and does not change at all with the job-seeker rate. The author advances the concept of “wage discrimination flexibility” to argue that racial wage discrimination against black workers is more rigid and resistant to changes in economic environments, whereas wage discrimination against Hispanics and Asians is more flexible and responsive to economic conditions. The author discusses the implications of these findings for theories of discrimination and for policies aiming to foster equal opportunities in the labor market.

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Krings, Franciska, Irina Gioaba, Michèle Kaufmann, Sabine Sczesny, and Leslie Zebrowitz. "Older and Younger Job Seekers' Impression Management on LinkedIn." Journal of Personnel Psychology 20, no. 2 (April 2021): 61–74. http://dx.doi.org/10.1027/1866-5888/a000269.

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Abstract. The use of social networking sites such as LinkedIn in recruitment is ubiquitous. This practice may hold risks for older job seekers. Not having grown up using the internet and having learned how to use social media only in middle adulthood may render them less versed in online self-presentation than younger job seekers. Results of this research show some differences and many similarities between younger and older job seekers' impression management on their LinkedIn profiles. Nevertheless, independent of their impression management efforts, older job seekers received fewer job offers than younger job seekers. Only using a profile photo with a younger appearance reduced this bias. Implications for the role of job seeker age in online impression management and recruitment are discussed.

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Smart, Karl L., and Jerry DiMaria. "Using Storytelling as a Job-Search Strategy." Business and Professional Communication Quarterly 81, no. 2 (April 24, 2018): 185–98. http://dx.doi.org/10.1177/2329490618769877.

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This article demonstrates and reinforces the role that well-told stories play in the success of the job-search process. Building on narrative theory, impression management, and an increased use of behavioral-based questions in interviews, well-crafted stories about work and educational experiences demonstrate skills applicants possess and convey them to interviewers in memorable ways. The article shows how to construct stories based on an applicant’s experiences and shaped to the needs of a potential employer. Additionally, the article demonstrates how a job seeker can create a collection of personal stories that can be adapted to varying job interview situations.

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Li, Yuan, Guangjian Ning, and Haoxi Zhang. "Research on Position Recommendation System Based on Convolutional Neural Network." Journal of Physics: Conference Series 2171, no. 1 (January 1, 2022): 012065. http://dx.doi.org/10.1088/1742-6596/2171/1/012065.

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Abstract It is tough to find the perfect position that matches job hunters’ skills and salary levels in many positions. The traditional job recommendation systems are usually based on the keywords entered by the job seeker to get a job list. However, it is difficult for job-seekers to find their favorite positions the fastest among the vast number of positions. The advent of recommender systems makes this tedious process simple. In this article, we propose a new algorithm that combines the emerging TextCNN algorithm with collaborative filtering. Our method can more fully consider the skills and realization of job seekers and is better than just using TextCNN recommendation or just collaborative filtering. Our method can help job seekers quickly find a job that perfectly matches their skills after inputting their skills.

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Todd, Samuel Y., Marshall Magnusen, Damon P. S. Andrew, and Tony Lachowetz. "From Great Expectations to Realistic Career Outlooks: Exploring Changes in Job Seeker Perspectives Following Realistic Job Previews in Sport." Sport Management Education Journal 8, no. 1 (October 2014): 58–70. http://dx.doi.org/10.1123/smej.2014-0005.

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Realistic job previews (RJPs) occur when both positive and negative information about a job is presented to a potential applicant. Because job seekers in the sport industry sometimes target opportunities based upon their personal affection for particular sports/sport organizations, the presentation of realistic information about the actual work could be key. The purpose of this two study, quasi-experimental research design was to examine the effect of RJPs on job seekers’ levels of attraction to sport job openings, perceptions of person-job fit, and job acceptance intentions. Study 1 results suggested job seekers’ acceptance intentions and attraction to the job changed after the job seeker encountered realistic information. Study 2 results suggested job seekers’ acceptance intentions and perceived job fit changed after encountering an RJP where perceived prestige was a factor. Thus, RJPs appear to influence the attractiveness, acceptability, and perceived fit of a job opening in sport.

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Benny Lianto, Dhiani Absari, Felix Handani, Bambang Prijambodo, Arizia Aulia Aziiza, and Kiky Octavina. "PENGEMBANGAN SISTEM INFORMASI TERINTEGRASI UPT BALAI LATIHAN KERJA DINAS TENAGA KERJA DAN TRANSMIGRASI JAWA TIMUR." Jurnal Bisnis Terapan 6, no. 2 (December 22, 2022): 141–49. http://dx.doi.org/10.24123/jbt.v6i2.5280.

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Abstract Unit Pelaksana Teknis Balai Latihan Kerja (UPT BLK) is a unit providing training services for job seeker underEmployment and Transmigration Services of East Java Province forspecific work areas. 16 Technical Execution Unit (UPT) and Job Training Center (BLK) under Employment and Transmigration Services serves job seekers through 177 training services. Currently, each UPT BLK runs itstraining services business process in a diverse way.The systems running in each UPT BLKs have not been integrated yetbetween other BLKs and Labor and Transmigration Services of East Java. This leads to non-standard services to the job seeker and the inability of UPT BLK and the Employment and Transmigration Services of East Java to share information quickly. This study aims to develop an integrated information system to implement training so that there is uniformity of service delivery for all UPT BLKs in the DisnakertransJatim by one-gate access. The research was developed using the Design Science Research methodology. A web-based integrated system for all UPT BLKs to assist the process of organizing training is chosen as its artifact. The method of focus group discussion, interviews, and observations throughout the application development process. Based on the results of the evaluation, it was found that 95% of respondents were very satisfied in terms of system usability and were greatly helped by the operational side of the system in completing their work.

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Riswandha, M. Noval, and Miftakhul Nuryuda. "SISTEM INFORMASI BURSA KERJA KHUSUS DENGAN REKOMENDASI MENGGUNAKAN METODE CONTENT BASED FILTERING DI STMIK YADIKA BANGIL." Joutica 3, no. 1 (April 23, 2018): 129. http://dx.doi.org/10.30736/jti.v3i1.199.

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The author makes a special job stock information system (BKK) in STMIK YADIKA Bangil because the job search process for alumni students is currently running less effectively, alumni students should seek information to BKK officers, while BKK officers have to look for alumni data who have not got a job. Therefore, the authors make a special job market information system with recommendations using content based filtering method. Content based filtering method can be used to suggest job vacancy information in accordance with user profile or job seeker so as to facilitate the information search process.System of recommendation in the application of special job market is used to recommend the right job vacancy information for the alumni of the student.In this system expected alumni students Can receive job vacancy information properly and in accordance with the criteria it has

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Dina, Nasa Zata, and Nyoman Juniarta. "Aspect based Sentiment Analysis of Employee’s Review Experience." Journal of Information Systems Engineering and Business Intelligence 6, no. 1 (April 27, 2020): 79. http://dx.doi.org/10.20473/jisebi.6.1.79-88.

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Background: Employees of technology companies evaluate their experience through online reviews. Online reviews of companies from employees or former employees help job seeker to find out the weaknesses and strengths of the companies. The reviews can be used as an evaluation tool for each technology company to understand their employee’s perceptions. However, most information on online reviews is not well responded since some of the detailed information of the company is missing. Objective: This study aims to generate an Aspect-based Sentiment Analysis using user review data. The review data were then extracted and classified into five aspects: work balance, culture value, career opportunities, company benefit, and management. The output of this study is the aspect score from each company.Methods: This study suggests a method to analyze online reviews from employees in detail, so it can prevent the missing of specific information. The analysis was sequentially carried out in five stages. First, user review data were crawled from Glassdoor and stored in a database. Second, the raw data were processed in the data pre-processing stage to delete the incomplete data. Third, the words other than noun keyword were eliminated using Standford POS Tagger. Fourth, the noun keywords were then classified into each aspect. Finally, the aspect score was calculated based on the aspect-based sentiment analysis.Results: Result showed that the proposed method managed to turn raw review data into five aspects based on user perception.Conclusion: The study provides information for two parties, job seeker and the company. The analysis of the review could help the job seeker to decide which company that suits his need and ability. For the companies, it can be a great assistance because they will be more aware of their strengths and weaknesses. This study could possibly also provide ratings to the companies based on the aspects that have been determined.

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Dave, Chitrak Vimalbhai. "Online Job Portal- A Better Way for Finding Jobs in the COVID-19 Pandemic." International Journal for Research in Applied Science and Engineering Technology 9, no. 11 (November 30, 2021): 452–59. http://dx.doi.org/10.22214/ijraset.2021.38825.

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Abstract: Due to the COVID-19 pandemic unemployment broke all the previous records. Due to the pandemic students cannot go to colleges and have no option of campus placements. The only option available for them is to find a job through online job portals. In this paper we present the online recruitment framework that enables different companies to post their job vacancies, which jobseekers can consider while searching for jobs. This portal can also capture job requirements dependent on employers’ needs. A survey was conducted to identify the problems and requirements of the users with the current job portals and the findings of the survey are incorporated in this portal. The main aim of this job portal is to connect the employers and jobseekers as an e-recruitment to help jobseekers find the right jobs. Keywords: Job Seeker, Employer, Online Job Portal, Online Recruitment, Knowledge Sharing, COVID-19 Pandemic

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Lustig, Paul, Chow Lam, and Michael Leahy. "A Conceptual Approach to Job Placement with Psychiatric And Mentally Retarded Clients." Journal of Applied Rehabilitation Counseling 17, no. 1 (March 1, 1986): 20–23. http://dx.doi.org/10.1891/0047-2220.17.1.20.

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Critical to the success of job placement is the need to carefully examine the unique qualities of the position prior to placement attempts. With this in mind, a conceptual approach to job placement will be presented which focuses on meeting the individual's needs by systematically examining the position in relation to both its expressive and receptive qualities, and the identified needs of the individual job seeker. This conceptualization, although generally applicable to all disability groups, is absolutely essential for certain individuals whose primary disabilities are categorized as psychiatric or mental retardation in nature. In addition, a conceptual structure of a position and its relationship to subscales of the Minnesota Importance Questionnaire (MIQ) will be presented. Finally, implications for rehabilitation practice and recommendations for job placement are discussed.

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HOSHINO, Minoru, Tomozumi IKEDA, and Yasuhito SHIOTA. "Practice of Job Seeker Training Conducted by Polytechnic Center and Polytechnic University." Journal of JSEE 60, no. 3 (2012): 3_105–3_110. http://dx.doi.org/10.4307/jsee.60.3_105.

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Brooks, Ricardo R., Gage Matyasovszky, and Devin Stack. "The influence of UBI on selection: The job seeker and applicant attraction." Industrial and Organizational Psychology 14, no. 4 (December 2021): 616–19. http://dx.doi.org/10.1017/iop.2021.121.

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Douglas, Veronica Arellano. "Becoming a more thoughtful library job seeker: Look beyond the bullet points." College & Research Libraries News 74, no. 4 (April 1, 2013): 195–96. http://dx.doi.org/10.5860/crln.74.4.8930.

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McKowen, Kelly. "Productive Values: Activating Labor and Finding Selves in Norwegian Job‐Seeker Courses." Anthropology of Work Review 41, no. 1 (April 12, 2020): 3–13. http://dx.doi.org/10.1111/awr.12192.

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Parinsi, M. T., V. R. Palilingan, O. Kembuan, and K. F. Ratumbuisang. "Job seeker information system using online web based and android mobile phones." IOP Conference Series: Materials Science and Engineering 830 (May 19, 2020): 022093. http://dx.doi.org/10.1088/1757-899x/830/2/022093.

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Rifqi Hawari, Ade, Munawir Munawir, Zulfan Zulfan, Dedi Satria Dedi Satria, and Susmanto Susmanto. "Job Recommendation System Using the Content-Based Filtering Method." Proceedings of International Conference on Multidiciplinary Research 5, no. 2 (December 17, 2022): 138–40. http://dx.doi.org/10.32672/pic-mr.v5i2.5419.

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On the xyz application that is already running, it is a job vacancy portal. In this system there are has two users, as business accounts and job seekers. Where business accounts can post vacancies and job seekers can apply for vacancies. In this running system, when job seekers display the vacancies list, there is a list of the latest vacancies that have been posted by business people. The problem with the list of vacancies is that the list of vacancies that appear is still not in accordance with the wishes of the user as the job seeker account, thus reducing the interest in application users. There-fore, a job vacancy recommendation system is needed that can correct deficiencies in the list of vacancies that are displayed to users as job seekers. The purpose of this research to be able to pro-duce recommendations for suitable job vacancies. In this research, the authors use the content-based filtering method. Keywords: Recommendation System, Machine Learning, Content-based Filtering

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Tandean, Anitaria, and Syalam Ali Wira Dinata. "Studi Kasus pada Bidang Penempatan dan Perluasan Kerja terhadap Tingkat Pendidikan Tahun 2010 – 2020 di Dinas Ketenagakerjaan Kota Balikpapan Menggunakan Metode Analisis Profil." SPECTA Journal of Technology 6, no. 1 (April 25, 2022): 68–79. http://dx.doi.org/10.35718/specta.v6i1.694.

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Balikpapan City Manpower Office as 3 (three) fields, and one of them is the Field of Placement and Job Expansion. The Job Placement and Expansion Sector has annual profile data which is recorded at the Disnaker Balikpapan. The profile data used for this research is job seeker data, job vacancies, job placement (received) to the level of education. The method used for this research is Profile Analysis, which is a statistical method for analyzing data with more than two dependent variables together. This profile analysis aims to determine the characteristics of two independent populations. One of the characteristics of the population is to test the hypothesis, the hypothesis test used is the parallel test, coincident test, and similarity (level test). for each population. So that the Profile Analysis method is used to determine the characteristics of the population in the Job Placement and Expansion Sector at the Balikpapan City Manpower Office.

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Awasthi, Ayush. "Job Portal Indication Using NodeMCU." International Journal for Research in Applied Science and Engineering Technology 9, no. VII (July 31, 2021): 3257–60. http://dx.doi.org/10.22214/ijraset.2021.37140.

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At this time jobs are the big reason of concern, it is not possible for the every job seeker to view the newspaper daily. Job seekers have to go to the agency and check the available jobs at the agency .People have to visit different places for the jobs which is much time consuming and costly. So to acquire a one this project consists of a website which is hosted and helpful in finding a job but the Indicator system here gives a boom to this project. A hardware device which works on Node MCU ESP8266 contains a LED for indication as well as a LCD display which will display jobs in seconds on submission , it will helps in reducing workload for the person sitting on admin side as well as we can use it on big screens over the public places for thousands of job seekers.

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Susyanto, Teguh, and Khabib Mustofa. "Pencarian Lowongan Pekerjaan Berbasis Agen Berdasarkan Profil Pencari Kerja dengan Pendekatan Semantic Web Service." IJCCS (Indonesian Journal of Computing and Cybernetics Systems) 10, no. 1 (January 31, 2016): 103. http://dx.doi.org/10.22146/ijccs.12734.

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Currently, job searching service still has many weaknesses and often fails to provide relevant job information that matches the needs of job seekers. This is due to the searching method applied in the search engines still uses the syntax-based matching and the lack of integration among the job service providers. Therefore it’s difficult for the job seekers to get the desired information. To overcome these weaknesses, a prototype of a job vacancy searching by involving a web service as a job information provider is proposed.This thesis is aimed to create job search based on the personalization of job seeker by combining multi agent and semantic web service approaches.The designing of the prototype used a multiagent technology whose capability was to call job service provider and run matching process of the job vacancy appropriate with the job seeker’s profile automatically. Algorithm of the service selection used service matching and Simple Additive Weighting. The similary between the job offer and the job seeker’s profile was calculated by using semantic algorithm. Based on the testing carried out to the respondents, it’s stated that this prototype has been able to give recommendation of job appropriate with the job seeker’s.

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Ghani, Mohammad Abdul, and Ani Wilujeng Suryani. "Professional Skills Requirements for Accountants: Analysis of Accounting Job Advertisements." Jurnal ASET (Akuntansi Riset) 12, no. 2 (December 29, 2020): 212–26. http://dx.doi.org/10.17509/jaset.v12i2.26202.

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This study provides a new insight to the accounting literature by investigating the most required skills for accountants through the analysis of job advertisements. This study obtained 523 job advertisements from an online job seeker website in accounting including financial accountants, auditors, and tax accountants. By using content analysis, the results of the study show that interpersonal and communication skills are considered to be the most important skills for accountants, especially in Indonesia. In addition, the findings show the importance of foreign language skills in obtaining a job. However, based on the comparison with similar studies in Australia and New Zealand, technical skills are ranked more important in Indonesia. This study implies that accounting education should stress more on the softskills rather than technical skills to generate work-ready accountants.

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Journal articles on the topic 'Job-seeker'

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