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Relevant bibliographies by topics / Organizational Recruitment

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Academic literature on the topic 'Organizational Recruitment'

Author: Grafiati

Published: 3 June 2025

Last updated: 1 August 2025

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Journal articles on the topic "Organizational Recruitment"

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Varun, Shenoy, and S. Aithal P. "Literature Review on Primary Organizational Recruitment Sources." International Journal of Management, Technology, and Social Sciences (IJMTS) 3, no. 1 (2018): 37–58. https://doi.org/10.5281/zenodo.1210777.

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The process of recruitment is a primary method of people absorption function in any organization. Various companies small and big, strategize and adopt various tactics in choosing the right source of recruitment or hiring quality professionals on to their workforce. Therefore, this research aims to investigate or enquire the various research literature published on various main recruitment methods implemented in company's recruitment process or function. In this paper, the resultant outcomes based on last 20 years literature investigation are discussed in detail through a systematic review

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Nascimento, Raul Gonçalves Da Cunha Barbosa Do, Gilberto Brandão Marcon, and Joaquim M. F. Antunes Neto. "The Strategic Recruitment Process And Its Impacts On Achieving Organizational Objectives: Bibliographic Review." IOSR Journal of Business and Management 26, no. 10 (2024): 01–14. http://dx.doi.org/10.9790/487x-2610160114.

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Background: Strategic recruitment is a planned process that aligns hiring practices with the organization's longterm goals. Unlike traditional recruitment, which focuses on filling vacancies momentarily, strategic recruitment seeks to identify and attract talent that contributes to the achievement of organizational goals and the sustainable growth of the company. This approach includes analyzing the organization's future needs and devising a plan that ensures the talent needed to meet its long-term goals is available. Materials and Methods: This study consists of a narrative review of the lite

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Hafeez, Muhammad, Samra Ashraf, Nabila Kousar, and Muhammad Mohsin Rusool. "Exploring the Association of Cyber Recruitment with Organizational Attraction and Moderating Role of Job- Type." International Journal of Human Resource Studies 7, no. 2 (2017): 1. http://dx.doi.org/10.5296/ijhrs.v7i2.10929.

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The aim of this study was to explore the effectiveness of Cyber Recruitment and its impact on organizational attraction. This study additionally plans to examine whether Time saving mediates and Job-Type moderates the relationship between cyber recruitment and organizational attraction. A sample consist of 382 respondents (fresh graduate job seekers and white & blue collar job seekers) was selected by utilizing Stratified Random Sampling. Data was collected through structured questionnaire which was developed by following five point likert scale. Data was analyzed by using macro process to

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Braddy, Phillip W., Adam W. Meade, and Christina M. Kroustalis. "Organizational recruitment website effects on viewers’ perceptions of organizational culture." Journal of Business and Psychology 20, no. 4 (2005): 525–43. http://dx.doi.org/10.1007/s10869-005-9003-4.

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Hafeez, Muhammad. "The Role of E- Recruitment in Attracting Potential CandidatesEvidence from Fresh Graduate Job Seekers." IBT Journal of Business Studies 14, no. 2 (2018): 53–66. http://dx.doi.org/10.46745/ilma.jbs.2018.14.02.05.

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The study aims to investigate the effectiveness of an online recruitment system and its impact on organizational attraction among fresh graduate job seekers. A sample comprised of 302 fresh graduate job seekers from well-known HEC recognized business schools in the Lahore region is selected using Stratified Random Sampling. Since the data is not normal, the Kruskill Wall is test of mean differences is applied to compare the effectiveness of e-recruitment with traditional methods of recruitment. Furthermore, the Macro process tool of Regression analysis is used to examine the matter of cost-eff

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Min, Kyoung Ryoul, and Dong Sook Han. "A study on the impact of personnel fairness on organizational commitment and turnover intention of organizational members." Korea Association for Corruption Studies 29, no. 1 (2024): 169–86. http://dx.doi.org/10.52663/kcsr.2024.29.1.169.

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With the emphasis on fairness issues, the importance of fairness in personnel management for public servants is increasing. We examined the level of fairness in personnel management, from recruitment for public service to promotion, staffing, workload, and evaluation, and explored how fairness in personnel management affects organizational commitment and turnover intentions. Analyzing the results, firstly, the level of fairness in recruitment was the highest, and workload was the lowest. Secondly, perceived fairness in recruitment, promotion, workload, and evaluation positively influenced orga

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Mwambela, Able, and Isaac Kabunda Bwacha. "Analysis of the Impact of Recruitment and Selection as A Strategic Human Resource Management Tool on Organizational Performance in Zambia." Indonesian Journal of Community Services 4, no. 1 (2025): 1–14. https://doi.org/10.47540/ijcs.v4i1.1623.

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This study aims to examine how the strategic implementation of recruitment and selection impacts organizational performance. 169 managers from profit-making organizations in Zambia participated in the research, and a quantitative approach was used to gather data. The questionnaire had three parts: the first part gathered demographic data, the second part collected information about strategic human resource management (HRM) practices, and the third part obtained data on organizational performance. The study focused on a stratified random sample of 169 managers from various organizations. The re

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Rautrao, Dr. Revati Ramrao. "E-Recruitment: Catalyst for Organizational Excellence - A Case Study." Royal International Global Journal of Advance and Applied Research 1, no. 2 (2024): 13–19. https://doi.org/10.5281/zenodo.14059644.

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Abstract:    “Time is valuable in today's world." E-recruitment is not just cheaper but also quicker and more efficient. E-recruitment is the process of hiring a workforce in today's globalized world, organizations must be able to thrive in a highly competitive environment. While management encompasses many fundamental areas, human resource management is the most significant. Employees are the most important resources of any institute. A Human Resource Management System handles all aspects of employees and management policies, including those that impact the workforce. Rec

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Kosteeva, Maria A. "Organized recruitment technology as a tool to facilitate adaptation of labor migrants from Central Asia." Issues of Ethnopolitics, no. 3 (2020): 70–79. http://dx.doi.org/10.28995/2658-7041-2020-3-70-79.

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The article is devoted to the analysis of the formation and imple- mentation of the organized recruitment system. Organized recruitment as a new technology for attracting labor migrants has been carried out in the Russian Federation since 2018. The main purpose of the organized recruitment is training in complex pre-immigration centers and sending citizens of the countries of the Commonwealth of Independent States (CIS) to work in the Russian Federation. An organizational recruitment is a set of measures for the selection and training of demanded labor migrants, registration and maintenance of

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Nugraha, Samuel Budi, and Tatik Suryani. "Is Organizational Culture Mediating The Relationship Recruitment And Placement On Employee Performance In Bhirawa Daily Newspaper Office?" Journal of Economic, Bussines and Accounting (COSTING) 7, no. 1 (2023): 29–36. http://dx.doi.org/10.31539/costing.v7i1.5575.

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Many research focus on the effect of recruitment and placement on employee performance, but less of them focus for examining the role of organizational culture as mediator for stimulating employee performance. The purpose of this study was to examine and analyze the effect of recruitment, placement, and organizational culture on employee performance at the Daily newspaper Bhirawa Surabaya Company. In this research also examine the role of organizational cultue as the mediator in that relationship on both variables on employee performance. The research was conducted by using a survey design wit

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Dissertations / Theses on the topic "Organizational Recruitment"

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Eskew, Don E. "Fairness in recruitment : applying a framework of organizational justice to recruitment perceptions." The Ohio State University, 1993. http://rave.ohiolink.edu/etdc/view?acc_num=osu1272294607.

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Hawkins, Beverley. "Recruitment agents : how to self-managed teams of recruitment consultants negotiate gendered organizational culture." Thesis, Keele University, 2009. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.496329.

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This thesis contributes to scholarship by providing an account of what it is like to work in the private recruitment industry, a sector which has previously been neglected by researchers. I offer a series of ethnographically-derived insights which explore the frenetic efforts of those working in two self-managed teams, a branch of an international recruitment organization here given the pseudonym 'Strongstaff'.

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Mohammed, Salifu Dauda. "THE IMPACT OF RECRUITMENT SOURCES ON BRAND IMAGE PERCEPTIONS AND ORGANIZATIONAL ATTRACTION: LEVERAGING ORGANIZATIONAL BRAND IMAGE PERCEPTIONS TO ENHANCE RECRUITMENT ATTRACTION." Diss., Temple University Libraries, 2019. http://cdm16002.contentdm.oclc.org/cdm/ref/collection/p245801coll10/id/567577.

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Business Administration/Human Resource Management<br>D.B.A.<br>In today’s competitive labor markets, successfully recruiting a large pool of skilled and qualified job applicants is a prime concern of many organizations. In Study 1, I focused on how organizations can successfully employ four traditional recruitment practices (sponsorships, job fair activities, word-of mouth endorsements and corporate advertisements) simultaneously to disseminate information about their positive recruitment brand images to job seekers to enhance organizational attraction. The results which supported all my hypot

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Kroustalis, Christina Marie. "Investigating the Portrayal of Organizational Culture in Internet Recruitment: Can Applicants Gain a Sense of Person-Organization Fit through a Recruitment Website?" NCSU, 2006. http://www.lib.ncsu.edu/theses/available/etd-03052006-204558/.

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This study found that culture-specific pictures on a recruitment website allowed individuals to more accurately assess an organization?s culture, while employee testimonials had no such effect. Additionally, results indicated that when individuals expressed higher preferences for a specific culture dimension, they had a higher dimension-level P-O fit after viewing websites designed to portray the specific culture dimension. Lastly, this study confirmed results of previous studies (e.g., Cable & Judge, 1996; Judge & Cable, 1997), that when individuals report higher levels of P-O fit with an org

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Macioschek, Andreas, and Robin Katoen. "Employer Branding and Talent-Relationship-Management : Improving the Organizational Recruitment Approach." Thesis, Umeå University, Umeå School of Business, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-1177.

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<p>In todays business environment there is an increasing recognition that human resources are a valuable asset to distinguish a company from its competitors. This tendency, in combination with increasing job mobility among employees and an ongoing demographic change, has turned the labour market into a competitive arena.</p><p>Employer Branding and Talent-Relationship-Management are two fairly new concepts in the area of Human Resource Management, which have the aim to differentiate companies on the labour market and to support them effectively in their endeavour to approach, acquire and retai

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Hoisington, Edward H. Jr. "Police Recruitment| Best Practices to Ensure a Competent, Skilled Workforce." Thesis, University of Phoenix, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10811880.

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<p> This researcher examined the recruitment process to identify best practices for law enforcement leaders to populate vacant positions with a competent and skilled workforce. The purpose of this qualitative exploratory case study was to identify best practices for law enforcement agencies to recruit and maintain trustworthy officers to protect local communities. The conceptual framework for this study was based on the historical evolution of recruitment practices. The researcher used a review of past and present police-recruitment practices to help identify best practices by which law enforc

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Ostrowski, Joseph. "Applicant Reactions to the Use of LinkedIn in Recruitment and Selection." Xavier University Psychology / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=xupsy1598375484747537.

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Matamala, Alejandra. "Assessing Organizational Image: Triangulation Across Different Applicant Perceptions, Website, and Facebook Features." FIU Digital Commons, 2014. http://digitalcommons.fiu.edu/etd/1740.

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This study examined the role of corporate websites and company Facebook profiles in shaping perceptions of organizational image in the recruitment context. A primary purpose of this research was to determine whether or not perceptions of organizational image vary across different web-based recruitment methods, specifically examining corporate websites and social networking (SNW) sites, such as company Facebook profiles. A secondary goal was to determine how these perceptions of image are shaped by the objective components of websites and Facebook profiles. Finally, this study sought to determi

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Olsen, Jesse Eason. "The effect of organizational diversity management approach on potential applicants' perceptions of organizations." Diss., Georgia Institute of Technology, 2010. http://hdl.handle.net/1853/34846.

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Scholars suggest that organizational diversity management (DM) programs are useful not only to satisfy legal requirements or social demands, but also to further the achievement of business objectives. However, much is still to be learned about the effects of such programs on individuals' perceptions of the organization. After reviewing the relevant literature on organization-level DM programs, I present a theoretical framework using recent literature that takes a strategic perspective on DM. This research classifies organization-sponsored DM programs into qualitatively different categories. Us

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Hakulinen, L. (Laura). "Leading organizational culture with recruitment and personnel selection in international growth-stage companies." Master's thesis, University of Oulu, 2019. http://jultika.oulu.fi/Record/nbnfioulu-201906052464.

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Abstract. The goal of this thesis is to find out how international growth-stage companies lead their organizational culture with recruitment and personnel selection. The theoretical framework of the study consists of two main themes, organizational culture and human resource management (HRM). In HRM, the focus is on recruitment and selection functions of the organization. Empirical part of the study is a qualitative study, which was composed from three semi-structured interviews among growing, international companies. The data collected in interviews was analysed by using Gioia methodology and

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Books on the topic "Organizational Recruitment"

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Sharpe, Judith M. A case-study on: The effects of organisational change on the management recruitment and selection process in Irishorganisations. University College Dublin, 1993.

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P, Mihalko Carolyn, and Botos Leslie, eds. Donor recruitment: Strategies for success. AABB Press, 1996.

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Freeman, C. Kay. Physician recruitment, retention & separation. AMA Press, 2002.

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Garrison, Stephen A. Institutional search: A practical guide to executive recruitment in nonprofit organizations. Praeger, 1989.

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Peter, Herriot, and Anderson Neil, eds. Assessment and selection in organizations: Methods and practice for recruitment and appraisal. John Wiley & Sons, 1994.

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Peter, Herriot, and Drenth Pieter J. D, eds. Assessment and selection in organizations: Methods and practice for recruitment and appraisal. Wiley, 1989.

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Union of American Hebrew Congregations., ed. The Life-cycle of synagogue membership: A guide to recruitment, integration & retention. The Task Force, 1991.

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Vdovina, Ol'ga, Semen Reznik, and Ol'ga Sazykina. HR management strategy. INFRA-M Academic Publishing LLC., 2022. http://dx.doi.org/10.12737/1891037.

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The textbook discusses the key concepts of the discipline "HR Management Strategy". The first section reveals the theoretical aspects of strategic personnel management. The second section examines the specifics of the HR management strategy depending on the basic and competitive strategy of the organization, the stage of the organization's life cycle, personnel policy and other factors. The third section presents the main components of the HR management strategy: recruitment, selection and adaptation of personnel, motivation and stimulation of personnel, development of the organization's perso

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International Organization for Migration. Regional Office for South Asia, ed. Towards a comprehensive recruitment monitoring policy in Bangladesh: Prepared for the International Organization for Migration (IMO). International Organization for Migration, 2010.

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Army War College (U.S.). Strategic Studies Institute and Army War College (U.S.). Press, eds. Countering radicalization and recruitment to Al-Qaeda: Fighting the war of deeds. Strategic Studies Institute and U.S. Army War College Press, 2014.

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Book chapters on the topic "Organizational Recruitment"

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Rothmann, Sebastiaan, and Cary L. Cooper. "Recruitment and selection." In Work and Organizational Psychology, 3rd ed. Routledge, 2022. http://dx.doi.org/10.4324/b22796-10.

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Bauer, Talya N., Donald M. Truxillo, Julie M. McCarthy, and Berrin Erdogan. "Applicant Reactions to Organizational Recruitment Processes." In Essentials of Employee Recruitment. Routledge, 2024. http://dx.doi.org/10.4324/9781003356752-9.

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Riggio, Ronald E. "Employee Recruitment, Selection, and Placement." In Introduction to Industrial/Organizational Psychology. Routledge, 2017. http://dx.doi.org/10.4324/9781315620589-4.

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Slaughter, Jerel E., and David G. Allen. "Essentials of Employee Recruitment: Individual and Organizational Perspectives." In Essentials of Employee Recruitment. Routledge, 2024. http://dx.doi.org/10.4324/9781003356752-1.

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Fernandes, Ana Beatriz Alves, and Carolina Feliciana Machado. "E-Recruitment and the Impact of Digital Age on Recruitment: A Critical Literature Review." In Organizational Innovation in the Digital Age. Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-98183-9_8.

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Resende, Inês, and Emília Fernandes. "Recruitment and Selection in the Expatriation Process: Comparing Perceptions between Organizations and Individuals." In Organizational Management. Palgrave Macmillan UK, 2016. http://dx.doi.org/10.1057/9781137473080_6.

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Nyberg, Anthony J., Greg Reilly, and Ormonde R. Cragun. "A Strategic Recruiting System Model for Integrating Human Capital Resources to Solve Strategic Organizational Challenges." In Essentials of Employee Recruitment. Routledge, 2024. http://dx.doi.org/10.4324/9781003356752-5.

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Egnell, Robert, Petter Hojem, and Hannes Berts. "Recruitment, Harassment, and Equal Rights: Human Resource Policies." In Gender, Military Effectiveness, and Organizational Change. Palgrave Macmillan UK, 2014. http://dx.doi.org/10.1057/9781137385055_5.

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Yacine, Leyla, and Heikki Karjaluoto. "Video Recruitment: Online Perspectives and Implications for Employer Branding." In Organizational Innovation in the Digital Age. Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-98183-9_4.

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Carpentier, Marieke, and Greet Van Hoye. "Managing organizational attractiveness after a negative employer review: company response strategies and review consensus." In Recent Developments in Recruitment and Selection. Routledge, 2024. http://dx.doi.org/10.4324/9781003463863-9.

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Conference papers on the topic "Organizational Recruitment"

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Fazlurrahman, Hujjatullah, Bima Setyo Nugroho, Maryam Jamilah Asha'ari, Mazzlida Mat Deli, Wan Noordiana Wan Hanafi, and Salina Binti Daud. "E-Recruitment with AI in GHRM for Corporate University Sustainability to Improve Organization Performance: Systematic Literature Review." In 2024 12th International Conference on Cyber and IT Service Management (CITSM). IEEE, 2024. https://doi.org/10.1109/citsm64103.2024.10775838.

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Pescinski, Nancy. "Work Force Development Initiatives 2019-2020." In SSPC 2020. SSPC, 2020. https://doi.org/10.5006/s2020-00047.

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Abstract This “Work Force Development Initiatives” presentation will detail 2 initiatives that are being undertaken by both the National Shipbuilding Research Program (NSRP) and the Shipbuilders Council of America (SCA) on Work Force Development for 2019-2020. The main purpose of the presentation is to give awareness to the on-going issues and progress of Work Force Development in the shipbuilding and preservation trades. Both organizations are actively trying to implement Work Force Development recruitment and training programs that will be supported by the Navy. It is important for all SSPC

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Jovanovic, Tatjana. "Unlocking the Future of Talent Acquisition: Integrating AI and Innovative Tools for Enhanced Efficiency." In 44th International Conference on Organizational Science Development. University of Maribor Press, 2025. https://doi.org/10.18690/um.fov.2.2025.29.

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As the recruitment landscape becomes increasingly competitive, organizations must adopt innovative tools to improve efficiency and decision-making. The study focuses on a gradual approach to introducing AI-driven technologies and new tools, with a strong emphasis on progressively building TA capabilities to achieve better results. By detailing the real-world implementation, the case highlights the key steps, challenges, and outcomes of this transition, including how the integration of new technologies enhances the recruitment process. The findings demonstrate that a strategic, phased approach

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ROYA, Anvari. "Exploring the impact of ai adoption in recruitment on positive organizational shock and career development: the moderating role of family support and emotional intelligence." In International Congress "Research – Innovation – Innovative Entrepreneurship". Ion Creangă Pedagogical State University, 2024. https://doi.org/10.46727/c.17-18-05-2024.p345-353.

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The integration of artificial intelligence in recruitment processes represents a significant evolution in human resource management, offering efficiencies and insights while introducing challenges and ethical considerations. This paper explores the impact of artificial intelligence adoption in recruitment on positive organizational shock and career development, considering the moderating roles of emotional intelligence and family support. Emotional intelligence and family support are proposed as moderators that can influence the reactions and adaptation of employees to AI-driven recruitment pr

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Ziakkas, Dimitrios, Ibrahim Sarikaya, and Anastasios Plioutsias. "Workforce Planning in Aviation: The implementation of Artificial Intelligence in Recruitment." In Human Interaction and Emerging Technologies (IHIET-AI 2024). AHFE International, 2024. http://dx.doi.org/10.54941/ahfe1004591.

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The International Civil Aviation Organization (ICAO) is responsible for international standards and recommended practices (SARPs) to unify aviation globally through regulations and practices with safety, security, efficiency, and green policy of the highest interest. One component of ICAO’s standards is the documentation required to be on board an aircraft, as stated in Article 29, which mandates crew members to carry their “appropriate licenses,” evidence for their competence, and required hiring documents. However, barriers persist to standardizing electronic personnel licensing. ICAO is dev

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Nahayo, Obed. "The Analysis of Effective Recruitment towards Organizational Performance and Competitiveness in Rwanda." In 2nd International Conference Postgraduate School. SCITEPRESS - Science and Technology Publications, 2018. http://dx.doi.org/10.5220/0007537100410044.

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Veseli, Artan. "The Impact of Human Resource Management Practices, Organizational Justice, and Organizational Citizenship Behavior on Employee Turnover Intention in the ICT Sector in Kosovo." In 7th World Conference on Business, Management, Finance, Economics, and Marketing. Eurasia Conferences, 2025. https://doi.org/10.62422/978-81-981590-7-6-007.

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This study examines the impact of human resource management (HRM) practices, perceived organizational justice, and organizational citizenship behavior (OCB) on employee turnover intention in the Information and Communication Technology (ICT) sector in Kosovo—a sector facing one of the highest employee turnover rates. Given the competitive nature of ICT industries, understanding the factors influencing retention is crucial for sustainable growth. A total of 459 employees from ICT companies in Kosovo participated in the study, which was conducted during the first half of 2024. Using correlation

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Milošević, Katarina, and Ivana Katić. "DIGITAL TRANSFORMATION AND HR TECHNOLOGY – INTEGRATING AI INTO TALENT ACQUISITION AND RETENTION OF EMPLOYEES." In INTERNATIONAL Conference on Business, Management, and Economics Engineering Future-BME. Faculty of Technical Sciences, Novi Sad, 2025. https://doi.org/10.24867/future-bme-2024-014.

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The integration of artificial intelligence into human resources has driven significant advancements in talent acquisition and employee retention. This paper examines how AI-powered technologies have transformed recruitment processes by enhancing candidate sourcing, streamlining applicant tracking, and leveraging data analytics for better hiring decisions. These innovations have enabled organizations to attract top talent more efficiently and improve the overall candidate experience. In addition to recruitment, AI has been pivotal in developing effective retention strategies. This study include

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

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

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Dimtrijević, Miloš, and Miloš Nikolić. "Strategic structuring of human resource management through the integration of innovations." In XXI International May Conference on Strategic Management – IMCSM25 Proceedings, Bor, 30.05.2025. University of Belgrade - Technical Faculty in Bor, Bor, 2024. https://doi.org/10.5937/imcsm25142d.

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In an increasingly dynamic business environment, human resource management is becoming more complex, necessitating the integration of innovative approaches in strategy formulation. This paper examines the impact of digitalization, artificial intelligence, data analytics, and flexible work models on human resource management. Digital tools enhance the efficiency of recruitment, training, and performance evaluation processes, while HR analytics provides data-driven insights for strategic decision-making. Innovation fosters greater security and transparency in HR strategy development. Moreover, f

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Reports on the topic "Organizational Recruitment"

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Pytlovany, Amy. Recruitment Marketing: How Do Wellness and Work-Life Benefits Influence Employer Image Perceptions, Organizational Attraction, and Job Pursuit Intentions? Portland State University Library, 2000. http://dx.doi.org/10.15760/etd.7215.

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Schuster, Christian. Strategies to Professionalize the Civil Service: Lessons from the Dominican Republic. Inter-American Development Bank, 2014. http://dx.doi.org/10.18235/0010594.

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Drawing on a case study of recent reforms in the Dominican Republic, this technical note derives lessons about strategies to professionalize the civil service. As in other countries with less professionalized civil services, the Dominican Republic's political economy is biased against reform: promises of public employment tend to be important to successful electoral mobilization. Nonetheless, passage of a new public service law and its partial implementation were achieved. The case study finds that the construction of a broad societal coalition demanding reform may account for this puzzle. For

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Karam, Sofia, Morteza Nagahi, Vidanelage Dayarathna, Junfeng Ma, Raed Jaradat, and Michael Hamilton. Integrating systems thinking skills with multi-criteria decision-making technology to recruit employee candidates. Engineer Research and Development Center (U.S.), 2021. http://dx.doi.org/10.21079/11681/41026.

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The emergence of modern complex systems is often exacerbated by a proliferation of information and complication of technologies. Because current complex systems challenges can limit an organization's ability to efficiently handle socio-technical systems, it is essential to provide methods and techniques that count on individuals' systems skills. When selecting future employees, companies must constantly refresh their recruitment methods in order to find capable candidates with the required level of systemic skills who are better fit for their organization's requirements and objectives. The pur

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Groom-Thomas, Leiah, Chung Leung, Susanna Loeb, Cynthia Pollard, Nancy Waymack, and Sarah White. Challenges and Solutions: Scaling Tutoring Programs. Inter-American Development Bank, 2023. http://dx.doi.org/10.18235/0005070.

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The authors partnered with school districts, tutoring providers, and quarterback organizations that support implementation of high-impact tutoring across districts in the United States to learn from their efforts in implementing tutoring. This cross-district implementation study shares a snapshot of lessons learned about common barriers to implementing highly-effective programs and the ways that districts have overcome these barriers with success. Interviewees included administrators, teachers, tutors, and other program staff from nine school districts and one charter management organization,

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Singh, Anisha, and Stanley Ngugi. Paychecks don’t tell all: Working towards gender pay equality through recruitment processes. Busara, 2023. http://dx.doi.org/10.62372/sdau8133.

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At Busara we believe the pursuit of a diverse, equitable and inclusive workplace must start by looking within. We did some research to understand how we’re doing along the various aspects of diversity, including nationality, age, gender, ethnicity, parenthood, education, and mental health. Using this data, we will strengthen our DEI framework addressing internal inequities and considering our identity as a global organization. As part of our commitment to transparency and accountability, we have published our gender representation and pay gap statistics.

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Brookes, Naomi, Jacqui Glass, Armando Castro, Giorgio Locatelli, and Gloria Oliomogbe. Eliminating modern slavery from projects. Association for Project Management, 2020. http://dx.doi.org/10.61175/qpho6169.

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Modern slavery involves the recruitment, movement, harbouring or receiving of people through any means for the purpose of exploitation. It is an extensive problem and one that causes immense human suffering. International Labour Organization figures suggest that there are 24 million victims of modern slavery or forced labour around the world at any one time, with a substantial proportion of these working on project-related activities. Modern slavery causes reputational risk to organisations from the perspective of customers and investors. In the UK, it is now subject to specific legislation. T

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Yagci Sokat, Kezban. Understanding the Role of Transportation in Human Trafficking in California. Mineta Transportation Institute, 2022. http://dx.doi.org/10.31979/mti.2022.2108.

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Human trafficking, a form of modern slavery, is the recruitment, transport, and/or transfer of persons using force, fraud, or coercion to exploit them for acts of labor or sex. According to the International Labor Organization, human trafficking is the fastest growing organized crime with approximately $150 billion in annual profits and 40.3 million individuals trapped in slave-like conditions. While it is not compulsory to involve transportation for human trafficking, the transportation industry plays a critical role in combating human trafficking as traffickers often rely on the transportati

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Godfrey, Jody. Transit Workforce Development Challenges and Mitigation Practices. Mineta Transportation Institute, 2024. http://dx.doi.org/10.31979/mti.2024.2361.

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The objective of this research is to summarize previously conducted research related to workforce development challenges in the transit industry, detailing major findings and subsequent recommendations based on the annotated bibliography of the current atmosphere and most successful ways to mitigate those challenges to attract and retain talent in the transit industry. According to the U.S. Chamber of Commerce, the U.S. had over 10 million job openings and only 5.7 million unemployed workers in March 2023. In 2017, the Washington Post posited that there were not enough workers to fill the vaca

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What is Talent recruitment. Indian School Of Development Management, 2022. http://dx.doi.org/10.58178/2209.1007.

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Talent attraction and recruitment is the first step in identifying, screening, and selecting talent for a particular job role in Social Purpose organizations (SPOs). Effective recruitment strategies bring the right candidate on board so that the effectiveness and performance of the SPO is enhanced. Conversely, when SPOs do not find the right candidate, they prefer not to hire, worrying that a wrong hire might negatively affect the organization.

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RESEARCH PRIORITIES: Western Balkans Snapshot. RESOLVE Network, 2020. http://dx.doi.org/10.37805/rp2020.1.wb.

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Amidst the evolving threat of violent extremism (VE) worldwide, the Western Balkans face substantial challenges to social cohesion and stability. As elsewhere, narratives of religious, far right, and nationalist militancy resonate with vulnerable youth populations in Western Balkan countries where a history of ethnic, religious, and civil strife created a situation vulnerable to terrorist recruitment at home and abroad. Individuals who traveled to fight alongside violent extremist organizations abroad are returning to their home countries following the territorial losses of extremist groups in

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