Academic literature on the topic 'Online Recruiting Platforms'
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Journal articles on the topic "Online Recruiting Platforms"
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CALIN, Gabriel, Iulia BIVOLARU, and Paula IVAN. "Comparative Analysis of the Online Recruiting Platforms using Utility-related Factors." Informatica Economica 20, no. 2/2016 (June 30, 2016): 15–23. http://dx.doi.org/10.12948/issn14531305/20.2.2016.02.
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ROSOIU, Ondina, and Cristian POPESCU. "E-recruiting Platforms: Features that Influence the Efficiency of Online Recruitment Systems." Informatica Economica 20, no. 2/2016 (June 30, 2016): 46–55. http://dx.doi.org/10.12948/issn14531305/20.2.2016.05.
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Wahba, Mohamed, and Dalia Elmanadily. "Social Media Usage in Recruitment Practices in Egypt." International Journal of Business Administration and Management Research 4, no. 3 (September 25, 2018): 1. http://dx.doi.org/10.24178/ijbamr.2018.4.3.01.
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Nowadays, networking within online social media platforms isn't just about swapping pictures and music, or discussing the trivial details of a night out, a TV show or a sporting event. Social media is increasingly becoming the space where professional life happens. The recent option by Face book to update user profile pages to offer a 'LinkedIn style' professional view, suggests that social media, on the whole, is becoming a medium for work as well as play.( Sophia,2009)
Recruitment is a process of finding and attracting capable applicants for employment. E-recruiting is the use of internet technology to attract candidates and aid the recruitment process. This usually means using one's own company website, a third-party job site or job board, a CV database, social media or search engine marketing. Social Media recruiting (social recruiting) is the part of e-recruiting.( Palonka et al,2013)
Social media in recruitment and selection occurs when recruitment representative view social networks platforms such as: LinkedIn, Facebook in the employment selection process leading to the acceptance or rejection of job applicants.
The goal of this research is to assessing the recent status of the usage of social media networks in recruitment and selection process in Egyptian organizations as today social media networks and platforms provide great opportunities for business and job seekers to a certain extent. By applying an exploratory study on a random sampling procedure was used to select 200 firms from different types of sectors. The respondents of this study incorporated 130 business owners and human resources managers in Egypt through online survey. The results revealed that the 54 percentage of the respondents use social media to support their recruitment effort human while 31percent don't know and plan to use it .the results revealed that LinkedIn and FB are the most social media platforms used in recruitment , also the paper surveyed some obstacles and advantages for social media recruitment.
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Tustin, Jordan Lee, Natasha Sarah Crowcroft, Dionne Gesink, Ian Johnson, Jennifer Keelan, and Barbara Lachapelle. "User-Driven Comments on a Facebook Advertisement Recruiting Canadian Parents in a Study on Immunization: Content Analysis." JMIR Public Health and Surveillance 4, no. 3 (September 20, 2018): e10090. http://dx.doi.org/10.2196/10090.
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Background More people are searching for immunization information online and potentially being exposed to misinformation and antivaccination sentiment in content and discussions on social media platforms. As vaccination coverage rates remain suboptimal in several developed countries, and outbreaks of vaccine-preventable diseases become more prevalent, it is important that we build on previous research by analyzing themes in online vaccination discussions, including those that individuals may see without actively searching for information on immunization. Objective The study aimed to explore the sentiments and themes behind an unsolicited debate on immunization in order to better inform public health interventions countering antivaccination sentiment. Methods We analyzed and quantified 117 user-driven open-ended comments on immunization posted in the Comments section of a Facebook advertisement that targeted Canadian parents for recruitment into a larger study on immunization. Then, 2 raters coded all comments using content analysis. Results Of 117 comments, 85 were posted by unique commentators, with most being female (65/85, 77%). The largest proportion of the immunization comments were positive (51/117, 43.6%), followed by negative (41/117, 35.0%), ambiguous (20/117, 17.1%), and hesitant (5/117, 4.3%). Inaccurate knowledge (27/130, 20.8%) and misperceptions of risk (23/130, 17.7%) were most prevalent in the 130 nonpositive comments. Other claims included distrust of pharmaceutical companies or government agencies (18/130, 13.8%), distrust of the health care system or providers (15/130, 11.5%), past negative experiences with vaccination or beliefs (10/130, 7.7%), and attitudes about health and prevention (10/130, 7.7%). Almost 40% (29/74, 39%) of the positive comments communicated the risks of not vaccinating, followed by judgments on the knowledge level of nonvaccinators (13/74, 18%). A total of 10 positive comments (10/74, 14%) specifically refuted the link between autism and vaccination. Conclusions The presence of more than 100 unsolicited user-driven comments on a platform not intended for discussion, nor providing any information on immunization, illustrates the strong sentiments associated with immunization and the arbitrariness of the online platforms used for immunization debates. Health authorities should be more proactive in finding mechanisms to refute misinformation and misperceptions that are propagating uncontested online. Online debates and communications on immunization need to be identified by continuous monitoring in order for health authorities to understand the current themes and trends, and to engage in the discussion.
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Onnekikami, Eluojor A., and Paul C. Okpala. "Human Resource Policies and Practices: Evaluating and Reviewing the Contemporary Recruiting Process." International Journal of Human Resource Studies 6, no. 1 (March 31, 2016): 121. http://dx.doi.org/10.5296/ijhrs.v6i1.9237.
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The main purpose of this article is to have an overview of Human Resource (HR) policies and practices, especially as it relates to the contemporary and evolutional process of talent recruitment. The article encompasses an overview of HR general policies and practices including the selection process, applications, background checks, substantive selection, interviews; the contingent selection process and what to do after the job offer. In short, organizations are decreasing the use of external recruiting companies or agencies and are now often counting on their own HR professionals for talent search. For instance, internal HR professionals are now utilizing different online tools such as job boards, LinkedIn and social media to discover ideal job candidates and these popular platforms have proven invaluable in the modern recruiting process.
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Lutz, Johannes. "The Validity of Crowdsourcing Data in Studying Anger and Aggressive Behavior." Social Psychology 47, no. 1 (January 2016): 38–51. http://dx.doi.org/10.1027/1864-9335/a000256.
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Abstract. Crowdsourcing platforms provide an affordable approach for recruiting large and diverse samples in a short time. Past research has shown that researchers can obtain reliable data from these sources, at least in domains of research that are not affectively involving. The goal of the present study was to test if crowdsourcing platforms can also be used to conduct experiments that incorporate the induction of aversive affective states. First, a laboratory experiment with German university students was conducted in which a frustrating task induced anger and aggressive behavior. This experiment was then replicated online using five crowdsourcing samples. The results suggest that participants in the online samples reacted very similarly to the anger manipulation as participants in the laboratory experiments. However, effect sizes were smaller in crowdsourcing samples with non-German participants while a crowdsourcing sample with exclusively German participants yielded virtually the same effect size as in the laboratory.
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Davies, Garth. "Radicalization and Violent Extremism in the Era of COVID-19." Journal of Intelligence, Conflict, and Warfare 4, no. 1 (May 31, 2021): 149–52. http://dx.doi.org/10.21810/jicw.v4i1.2824.
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On January 21, 2021, the Canadian Association for Security and Intelligence Studies (CASIS) Vancouver hosted its first digital roundtable event of the year, Radicalization and Violent Extremism in the Era of COVID-19. The presentation was conducted by guest speaker, Dr. Garth Davies, an Associate Professor in the School of Criminology at Simon Fraser University. He is also currently involved in developing data for evaluating programs for countering violent extremism. Dr. Davies’ presentation provided an overview of the changes that society has had to make in adapting to the COVID-19 pandemic and shared some of his research findings on radicalization and violent extremism online during the pandemic. The increase in working remotely and being on the Internet has possibly contributed to a larger dissemination of misinformation leading people to certain extremist sites and forums that may contribute to radicalization. Additionally, Dr. Davies answered questions submitted by the audience, which focused on online radicalization, online platforms used for recruiting by extremist groups, misinformation, and the Incel movement.
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Wisk, Lauren E., Eliza B. Nelson, Kara M. Magane, and Elissa R. Weitzman. "Clinical Trial Recruitment and Retention of College Students with Type 1 Diabetes via Social Media: An Implementation Case Study." Journal of Diabetes Science and Technology 13, no. 3 (April 22, 2019): 445–56. http://dx.doi.org/10.1177/1932296819839503.
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Background: We sought to quantify the efficiency and acceptability of Internet-based recruitment for engaging an especially hard-to-reach cohort (college-students with type 1 diabetes, T1D) and to describe the approach used for implementing a health-related trial entirely online using off-the-shelf tools inclusive of participant safety and validity concerns. Method: We recruited youth (ages 17-25 years) with T1D via a variety of social media platforms and other outreach channels. We quantified response rate and participant characteristics across channels with engagement metrics tracked via Google Analytics and participant survey data. We developed decision rules to identify invalid (duplicative/false) records (N = 89) and compared them to valid cases (N = 138). Results: Facebook was the highest yield recruitment source; demographics differed by platform. Invalid records were prevalent; invalid records were more likely to be recruited from Twitter or Instagram and differed from valid cases across most demographics. Valid cases closely resembled characteristics obtained from Google Analytics and from prior data on platform user-base. Retention was high, with complete follow-up for 88.4%. There were no safety concerns and participants reported high acceptability for future recruitment via social media. Conclusions: We demonstrate that recruitment of college students with T1D into a longitudinal intervention trial via social media is feasible, efficient, acceptable, and yields a sample representative of the user-base from which they were drawn. Given observed differences in characteristics across recruitment channels, recruiting across multiple platforms is recommended to optimize sample diversity. Trial implementation, engagement tracking, and retention are feasible with off-the-shelf tools using preexisting platforms.
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Ellington, Malik, Jeneene Connelly, Priscilla Clayton, Christina Collazo-Velazquez, Yaisli Lorenzo, María Angélica Trak-Fellermeier, and Cristina Palacios. "A Systematic Review of the Use of Social Media for Recruitment of Participants in Nutrition, Obesity, and Physical Activity Related Studies." Current Developments in Nutrition 5, Supplement_2 (June 2021): 120. http://dx.doi.org/10.1093/cdn/nzab035_028.
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Abstract Objectives To analyze the effectiveness of social media for recruitment compared to traditional methods, to calculate an average impression/reach to participant recruitment ratio from social media, and to identify the social media platforms most effective in recruiting study participants. Methods Studies within any date of publication were identified from 5 databases and included if any social media platform was used for the recruitment of participants of all age groups and if studies were linked to nutrition, obesity and physical activity. Studies without results on number of participants recruited using social media or those targeting participants with chronic conditions were excluded. Results 173 total studies were identified, 54 were duplicates, 61 were removed after initial screening and another 34 were removed after full text review; resulting in 24 studies included in this review. Among studies using both traditional (printed, word of mouth, etc) and social media methods for recruitment, average recruitment was 54% from traditional methods compared to 40% from social media. A total of 14 studies reported data on recruitment cost with an average of $33 per participant (range $0–$258). Average participants recruited via social media to an “in-person” interventional study was 128 (range 8–426), to participate in an online survey 2,739 (range 63–17,069), and for other online delivered interventions 349 (range 3–1242). Regarding advertisement (ad) reach and interaction, 18 studies that reported results showed that 0.73% of those reached by study ads were enrolled and 30.7% of those that interacted with ads were enrolled. The most frequent social media platform used for recruitment was Facebook (97%), followed by Twitter (17%), and Instagram (4%). Conclusions Among studies using both traditional methods and social media, there were less people recruited using social media. While social media was able to reach more potential participants, only one third of those who interacted with ads were enrolled. Many of the studies only required participants to respond to a survey; therefore, more research is needed to identify the effectiveness of using social media for recruiting participants for studies that require a more intense participation. Funding Sources National Institutes of Health – Eunice Kennedy Shriver National Institute of Child Health and Human Development.
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Lee, Young-joo. "Facebooking Alone? Millennials’ Use of Social Network Sites and Volunteering." Nonprofit and Voluntary Sector Quarterly 49, no. 1 (August 14, 2019): 203–17. http://dx.doi.org/10.1177/0899764019868844.
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The younger generation’s widespread use of online social network sites has raised concerns and debates about social network sites’ influence on this generation’s civic engagement, whether these sites undermine or promote prosocial behaviors. This study empirically examines how millennials’ social network site usage relates to volunteering, using the 2013 data of the Minnesota Adolescent Community Cohort Study. The findings reveal a positive association between a moderate level of Facebook use and volunteering, although heavy users are not more likely to volunteer than nonusers. This bell-shaped relationship between Facebook use and volunteering contrasts with the direct correlation between participation in off-line associational activities and volunteering. Overall, the findings suggest that it is natural to get mixed messages about social network sites’ impacts on civic engagement, and these platforms can be useful tools for getting the word out and recruiting episodic volunteers.
Dissertations / Theses on the topic "Online Recruiting Platforms"
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Dobele, Linda. "Female Student-Athlete Golfers’ Use of Online Recruiting Platforms to Seek Scholarships: A Global Perspective." Digital Commons @ East Tennessee State University, 2021. https://dc.etsu.edu/etd/3910.
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The prospective student-athletes’ use of an online recruiting platform to seek college scholarships has become a norm. College coaches recruit prospective-student athletes often using tools like global personal contacts, on-site recruiting, and online recruiting platforms. Online recruiting platforms offer several services and vary in price. This study examines female student-athlete golfers’ use of the online recruiting platform to seek scholarships from a global perspective. Previous research suggests that prospective student-athletes prefer online recruiting platforms while college coaches often use other outlets which can lead to miscommunication and lost opportunities. The services, price, and usability of 20 sports online recruiting platforms in the United States were examined to find out what is offered to prospective-student athletes. Interviews of NCAA Division I collegiate coaches were conducted to examine the most common recruiting tools used by the coaches and their opinions of the use of online recruiting platforms.
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Shusaku, Hattori. "Online Recruiting Platform: Business plan for an Asia-based Cross-Border HR solutions provider." 2007. http://www.cetd.com.tw/ec/thesisdetail.aspx?etdun=U0001-1507200701473700.
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Shusaku, Hattori, and 服部周作. "An Online Recruiting Platform: Business plan for an Asia-based Cross-Border HR solutions provider." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/49634716229306639689.
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碩士國立臺灣大學
國際企業學研究所
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Abstract The purpose of this thesis, unlike other research papers, is to explore the case of a real online recruiting company and the formulation of a business plan written by one of the actual members of the management team. Names, operation and service models, and other details are all true in its real form to maintain the honesty and integrity of the company, Knowledge Flow Corporation (KF), since its inception in July 2006. The business plan focuses on the emerging cross-border online recruiting segment primarily in China, Japan and Taiwan, addressing the need and opportunity for an intermediary to act as a liaison for global IT job seekers and multinational companies—many Japanese companies as our dominant customer. The business also examines an integrated solution for connecting students, job seekers and employers in a “flow” whereby it proposes a “one-stop” search methodology over the cross-border HR segment. The structure of the paper is in three folds: Section one reviews some of the past studies and conceptual ideas relating to the Internet, especially in the online recruiting segment; the second section is followed by the main business proposal on cross-border recruiting and its potential opportunities. The third section of the paper recaps the author’s thoughts on the business and some of the current issues at hand, including some new developments and progress. The aim for the paper is to serve as a guideline for raising capital from venture capital firms in Japan (JAFCO, JAIC, Softbank China Venture Capital) and China (Oak Pacific Interactive, Legend Capital, others) and as part of a Master’s thesis submission for National Taiwan University.
Book chapters on the topic "Online Recruiting Platforms"
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Akhtar, Saliha. "Using Social Media to Increase the Recruitment of Clinical Research Participants." In Encyclopedia of Information Science and Technology, Fourth Edition, 7181–89. IGI Global, 2018. http://dx.doi.org/10.4018/978-1-5225-2255-3.ch624.
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Research has shown that clinical research continues to have difficulty recruiting participants. This problem is expected to increase as the number of clinical trials increases and as there continues to be more focus on complex diseases and treatments. Researchers have typically relied on traditional recruitment methods to recruit participants, which revolve around the physicians and their support staff having the primary role to locate and recruit these participants. However, with individuals using online platforms such as social media to retrieve information, this creates an opportunity for research site personnel to use it as a way to relay information on clinical trial opportunities. Studies that have used social media as a way to recruit participants are discussed. Furthermore, pros and cons of social media for recruitment, along with recommendations that future researchers should consider when deciding whether to implement this type of strategy in their clinical trials will be shared. In general, clinical trial recruitment strategies need to shift to an approach that is not only more targeted, but also has a larger reach. By evaluating the success of studies that have used social recruitment strategies so far, it is evident that future researchers can also achieve recruitment success through social media. Moreover, social media could be a promising new avenue for clinical trial recruitment that allows for a more positive experience for both investigative site personnel and potential participants.
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Akhtar, Saliha. "Using Social Media to Increase the Recruitment of Clinical Research Participants." In Advanced Methodologies and Technologies in Media and Communications, 587–97. IGI Global, 2019. http://dx.doi.org/10.4018/978-1-5225-7601-3.ch047.
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Research has shown that clinical research continues to have difficulty recruiting participants. This problem is expected to increase as the number of clinical trials increases and as there continues to be more focus on complex diseases and treatments. Researchers have typically relied on traditional recruitment methods to recruit participants, which revolve around the physicians and their support staff having the primary role to locate and recruit these participants. However, with individuals using online platforms such as social media to retrieve information, this creates an opportunity for research site personnel to use it as a way to relay information on clinical trial opportunities. Studies that have used social media as a way to recruit participants are discussed. Furthermore, pros and cons of social media for recruitment, along with recommendations that future researchers should consider when deciding whether to implement this type of strategy in their clinical trials will be shared. In general, clinical trial recruitment strategies need to shift to an approach that is not only more targeted, but also has a larger reach. By evaluating the success of studies that have used social recruitment strategies so far, it is evident that future researchers can also achieve recruitment success through social media. Moreover, social media could be a promising new avenue for clinical trial recruitment that allows for a more positive experience for both investigative site personnel and potential participants.