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Journal articles on the topic 'Recruitment and selection hiring process'
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1
Raveendra, P. V., Y. M. Satish, and Padmalini Singh. "Changing Landscape of Recruitment Industry: A Study on the Impact of Artificial Intelligence on Eliminating Hiring Bias from Recruitment and Selection Process." Journal of Computational and Theoretical Nanoscience 17, no. 9 (July 1, 2020): 4404–7. http://dx.doi.org/10.1166/jctn.2020.9086.
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An emerging trend of implementing Artificial Intelligence (AI) technologies can be seen in such domains that were solely dominated by humans. Today, AI is utilized extensively in HR department to assist and accelerate recruitment and selection process (Martin, F.R., 2019. Employers Are Now Using Artificial Intelligence To Stop Bias In Hiring. Retrieved September 22, 2019, from analyticsindiamag. com: https://analyticsindiamag.com/employersare-using-ai-stop-bias-hiring/.). This paper attempts to present the impact of AI on recruitment and selection process, incorporation of AI in eliminating unconscious biases during hiring. The study addresses the rising questions such as how AI has changed the landscape of recruitment industry, role of AI in recruitment and selection process, whether AI can help in eliminating the unconscious bias during recruitment and selection process. In order to uncover the understanding and figure out the potential solutions that AI brings to the HR process, an extensive review of literature has been carried out. It is concluded by analyzing the past contributions that AI offers potential solution to recruitment managers in optimizing the recruitment and selection process and is able to negate human biases prevalent during hiring. The future waits for augmented intelligence technologies offering better results taking over repetitive administrative jobs completely.
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Vincent, Vinod. "360° recruitment: a holistic recruitment process." Strategic HR Review 18, no. 3 (June 10, 2019): 128–32. http://dx.doi.org/10.1108/shr-02-2019-0006.
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Purpose This paper aims to introduce the concept of 360° recruitment, which is a systematic, practical and holistic recruitment process that provides a reliable employee-selection structure for an organization of any size. Design/methodology/approach The recruitment process, which begins with establishing the correct selection criteria, provides a 360° view of a candidate by combining assessments, job interviews, reference checks and job previews. Findings Hiring the right employees is critical for the growth and success of an organization. However, many companies do not have an effective and reliable recruitment process that enables them to hire top-notch talent who are highly compatible with the firm. The 360° recruiting process is a practical technique that enables organizations to evaluate job applicants from multiple angles while reducing the uncertainty and the biases that are inherent in a typical recruiting process. Originality/value The 360° recruitment process is comprehensive yet practical and can be used by an organization of any size. The technique, if properly administered, will optimize recruiting and ensure that qualified and compatible employees are hired into the organization.
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Hur-Yagba, Ayangeadoo Alphonsus. "Impact of Recruitment and Selection Process on the Performance of Public Enterprises. A Study of the Nigeria Railway Corporation." East African Journal of Business and Economics 3, no. 1 (April 24, 2021): 81–97. http://dx.doi.org/10.37284/eajbe.3.1.322.
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This study examined the impact of the recruitment and selection process on the performance of employees in the Nigerian Railway Corporation. The population of the study is six hundred and fifty-six (656) staff, and a sample size of two hundred and forty-eight (248) was drawn using Taro Yamane's sample size determination technique. Survey and interview methods were used for data collection. The Ordinary Least Squares method of regression was used to analysed the data. Findings revealed that the recruitment and selection process has a significant influence on the train movement schedule of the Corporation, and Hypothesis one was therefore rejected. It also discovered that the recruitment and selection process, on average, have significant effects on the train maintenance culture of the Corporation, and Hypothesis two was similarly rejected. Finally, it equally revealed that the recruitment and selection process greatly elicited employees' innovation, particularly in the recruitment source and recruitment selection policy, consequently rejecting Hypothesis three. The study concluded that the recruitment and selection process greatly influenced employees' performance in the Corporation regarding hiring appropriate skills that handled train movement schedules except for the train maintenance culture. The study recommended that the Corporation review recruitment hiring policy to focus on meritocracy and brace up to internal and external sources of hiring appropriate personnel for train maintenance in the Corporation. Also, there should be no government or political interference regarding recruitment source and recruitment policy as being done now to stimulate employee selection.
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Bhatt, Seema. "Dilemma in hiring." Emerald Emerging Markets Case Studies 2, no. 8 (October 17, 2012): 1–5. http://dx.doi.org/10.1108/20450621211298106.
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Subject area The recruitment and selection process, human resource planning, talent management and succession planning. Study level/applicability The case has been tried and tested in the classroom setting with management students pursuing a Post Graduate Diploma in Business Management (PGDBM). Case overview The case is set in the southern part of India in a manufacturing organization, Plomsom Ltd (a disguised organisation). Plomsom Ltd manufactures tractors and has a pan-India presence. The sale of tractors in India fluctuates over time. Sales are largely dependent on the seasonal harvests which in turn are heavily dependent on the monsoon rains. The case is designed for understanding the importance and necessity of finding the right man at the right time with the right skills in a manufacturing set up where production output is a factor of many interdependent variables. Expected learning outcomes The learning objectives of the case are: critical analysis of recruitment and selection; importance of job analysis in recruitment and selection; understanding the role of HR planning in running the operations; understanding problems in the manufacturing sector in an Indian context. Supplementary materials Teaching notes are available. Consult your librarian for access.
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Machado, Noel G., and Jerrin Samuel. "Predictably Irrational Hiring." NHRD Network Journal 14, no. 2 (February 3, 2021): 243–58. http://dx.doi.org/10.1177/2631454120988415.
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The hiring process plays a key role in organisational performance, but it involves contentious judgements and decisions. Behavioural economics can help us improve hiring effectiveness and enable the development of strong cultures and successful organisations. Using three historical cases from a Big-Five accounting firm, we present counter-intuitive hiring strategies that are relevant to organisations today. The cases involve six practices related to hiring and nine scientific concepts. The practices are: reverse interview, reverse recruitment, assessment centre (AC) design, structured interviewing, salary history ban, and withdrawal and rationalisation of designations. The scientific concepts are: representativeness heuristic, anticipatory socialisation, affect heuristic, distinction bias, social facilitation (observer effect), dual-process thinking, identity economics, anchoring effect (reference dependence) and social preference (inequity aversion). Finally, we examine the relevance of these practices and concepts as they relate to four human resources (HR) functions: (a) recruitment; (b) selection; (c) compensation and rewards; and (d) culture building.
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Sołek-Borowska, Celina, and Maja Wilczewska. "New Technologies in the Recruitment Process." Economics and Culture 15, no. 2 (December 1, 2018): 25–33. http://dx.doi.org/10.2478/jec-2018-0017.
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Abstract Well-conducted recruitment and selection process is extremely important for the organization, permitting in-depth and objective verification of candidates in terms of meeting employer’s expectations and leads to their employment. Up to now, there has been little research on the impact of e-recruitment on the recruitment process as a whole. The present study fills part of this gap by investigating the effect of e-recruitment on the design of the recruitment process. Therefore, the main purpose of the paper is to analyze how new technology has influenced the recruitment process as a whole. The recruitment process will be presented on the example of ItutorGroup. The paper considers the possibilities of including modern technologies in the recruitment and selection strategies of the organization based on a case study method. The case study describes the project of cooperation of the Work Service personnel consultancy with the international organization ItutorGroup. Its selection and recruitment strategy was based on video-recruitment. The findings indicate that e-recruitment transforms the traditional recruitment process into a time- and space-independent, collaborative hiring process. The most significant changes are recorded in the sequence and increased divisibility of main recruitment tasks. For management, the main task is now that of communicating with candidates. Recruitment and selection strategy based on modern technologies requires an experienced and competent team, two unquestionable benefits are: limiting the length of the process in time and possibility to decrease the costs.
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Boucher, Robert L., Kevin Morese, and Patricia L. Chant. "Employee-Selection Practices and Public Relations." Recreational Sports Journal 25, no. 1 (May 2001): 57–65. http://dx.doi.org/10.1123/nirsa.25.1.57.
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The recruitment and selection of employees is an important human resource component of the management of intramural recreation departments across North America. While much is written about the mechanics of the hiring process, little attention has been paid to the public relations aspects of this activity. As Currie (1997) suggests, the employee-selection process has the potential to create favorable impressions of an organization on job applicants.This article explores a number of activities that are usually part of hiring of new employees with a view to determining the negative or positive outcomes from a public relations standpoint. The “recruitment phase” of the process is extremely important when leaving applicants with a favorable impression of an organization. Keep in mind that numerous individuals who do not ultimately secure a position, are subject to forming impressions by being exposed to advertisements, job descriptions, Websites and various other forms of communication.The second important phase of hiring that has potential for the creation of impressions is the “interview process.” While the interview is the most widely employed yet least understood, techniques used in the hiring process (Boucher, 1991), there is no question that indelible impressions are formed during this phase. Both employer and candidates for positions invariably “exchange impressions” during an interview to the extent that initial (and in some cases lasting) attitudes are formed. It is also apparent from the literature that “extra-viewing” techniques such as panel interviews, drug testing, and personality tests, often are viewed as demeaning by applicants.The last, but certainly no less important, area of concern is the “post-selection” activities. Several authors cite a number of practices that treat unsuccessful candidates very disrespectfully. A more enlightened approach would be to treat unsuccessful candidates as potential hires in subsequent job searches. Even if these individuals never apply for positions in the future, the objective should be to have them treated with the utmost attention to human dignity. As such, countless individuals who apply for positions within organizations will form positive impressions of that organization consistent with comprehensive public relations policies.The hiring process should be considered as just one of the efforts of creating, communicating, enhancing, and maintaining a corporate image that is critical to an organization's success (Brendsel, 1993).
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Rozario, Sophia Diana, Sitalakshmi Venkatraman, and Adil Abbas. "Challenges in Recruitment and Selection Process: An Empirical Study." Challenges 10, no. 2 (August 5, 2019): 35. http://dx.doi.org/10.3390/challe10020035.
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Today’s knowledge economy very much depends on the value created by the human resource of an organisation. In such a highly competitive environment, organisations have started to pay much attention to the recruitment and selection process, as employees form their main asset. However, the critical factors involved in the employee selection process is not well studied. Previous studies on the recruitment and selection process have been performed mainly to study the performance of the employees and the criteria attracting the right talent leading to employee retention and organizational efficiency. The distinction of this paper is that it studies the existing recruitment and selection process adopted by tertiary and dual education sectors in both urban and regional areas within Australia. The purpose of this research is to conduct an empirical study to identify the critical aspects of the employee selection process that can influence the decision based on different perspectives of the participants such as, hiring members, successful applicants as well as unsuccessful applicants. Various factors such as feedback provision, interview panel participation and preparations, relevance of interview questions, duration and bias were analysed and their correlations were studied to gain insights in providing suitable recommendations for enhancing the process.
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Hassan, Qandeel, Zulfiqar Ahmad Iqbal, Rabbia Zafar, and Tayyaba Rafique. "Problems in Recruitment." International Journal of Management Excellence 14, no. 2 (February 29, 2020): 2091–94. http://dx.doi.org/10.17722/ijme.v14i2.1134.
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The success of an organization in achieving its goals depends on the quality and motivation of its employees. The relevant skills, experience, and behavioral traits of the applicants need to be scrutinized and assessed carefully. To attract top level talent one has to be intentional. There are many things which need to be considered and done in the hiring process. If not given attention at this stage they cannot be repaired later on. In hyper competitive business environments, employees are source of competitive advantage. The casual approach to recruitment and selection would be a big mistake. The problems in recruitment and selection need to be considered and addressed carefully. In this article an effort has been made to highlight some important problems in recruitment and some suggested measures to attract the applicants with high skills, right knowledge and attributes at the right time and for the right job.
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Rieucau, Geraldine. "Getting a low-paid job in French and UK supermarkets: from walk-in to online application?" Employee Relations 37, no. 1 (January 5, 2015): 141–56. http://dx.doi.org/10.1108/er-03-2014-0022.
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Purpose – The purpose of this paper is to compare the recruitment practices of the French and UK retail industry. It analyses the influence of specific business constraints, labour market institutions and employment patterns on recruitment practices. It devotes attention to incidences of the shift from classic to web-based hiring methods. Design/methodology/approach – The cases of two leading food retail chains are explored. This research draws on a mixed approach using semi-structured interviews, the analysis of online job-advertisement content and web sites. Findings – According to the literature, local and informal hiring channels (walk-in application, word-of-mouth, in-store adverts) are mainly used to fill low-paid vacancies in food retail chains. They are congruent with the key screening criteria as they allow face-to-face selection and provide candidates from the surrounding area. However, the food retail chains in this research have implemented a centralised and at-a-distance process which contrasts with the classic methods. Based on an “Internet-only scheme” and online testing, it is especially selective in the UK. Research limitations/implications – The number of semi-structured interviews is limited. Additional investigations are needed to evaluate whether the at-a-distance processes are isolated or whether they reflect growing practices. Practical implications – Retail food employers have to maintain a diversity of local hiring channels and not to indiscriminately embrace the at-a-distance scheme, which is not adapted to evaluate the key requirements. Social implications – A centralised and at-a-distance recruitment process decreases unfair face-to-face discrimination in selection but at the same time introduces indirect discrimination. This process may be interpreted as a way to target students; there is a risk that it exacerbates inequalities in low-wage labour markets. Originality/value – The topic is poorly explored. There is a need to understand web-based recruitment.
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Mons, Arturs, and Velga Vevere. "BEHAVIORAL ECONOMICS PERSPECTIVE ON ASSESSMENT OF RECRUITMENT AND SELECTION PRACTICES IN LATVIA." Acta Prosperitatis, no. 11 (April 22, 2020): 128–39. http://dx.doi.org/10.37804/1691-6077-2020-11-128-139.
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The aim of the current paper is to evaluate the current Human Resource Management evolution in Latvia with respect to employee recruitment and selection practices. The focus is set on the used methods of selection process in organizations, when they are hiring personnel on different organization levels. The authors of the current paper applied several empirical methods to research the recruitment and selection processes. The study was executed in two stages: (1) discussion with Latvia’s recruitments practitioners (Delphi method), and (2) quantitative study performed in Latvia. The research questions were the following. Question 1: Which recruitment methods are used in their represented organizations? Question 2: Which of selection methods are used in their organization? To collect primary data an online survey form was created which was completely self‐administrative. A sample of 16 businesses from different industries in Latvia, was selected. The sampling was conducted during the whole month of January 2020 and data is reflected in the findings. The survey results demonstrate that the employee selection methods applied in Latvia are not that various. Most of the respondents holds on to the traditional methods such as panel interviews and one to one interviews.
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Анисимова, Galina Anisimova, Дроздова, Ekaterina Drozdova, Палагутина, N. Palagutina, Мельникова, and Marina Melnikova. "Personnel Recruitment and Selection for an Organization." Management of the Personnel and Intellectual Resources in Russia 3, no. 2 (April 17, 2014): 59–62. http://dx.doi.org/10.12737/3536.
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As the shortage of competent well-trained employees is becoming more and more acute, so is the problem of recruiting and selecting appropriate personnel
for organizations.
Meanwhile the healthy performance of HRM service, and particularly, well-considered personnel recruitment and selection procedure, helps to slow down
employee turnover, which in turn, positively influences on financial well-being and performance of an organization. Employee turnover can have several effects
on the organizational performance. Dependant on the sphere of activity and jobs of permanently changing employees, this effect can be favorable or virtually
imperceptible, but in certain cases can lead to loss of competitiveness and setback in production. Despite the urgency of the high employee turnover problem,
employee retention programs are still can be found in only few organizations.
The major guidelines for shaping recruitment and selection process are presented in the paper, accompanied by the list of the most popular and efficient
methods of hiring, based on internal and external sources. Especially emphasized are the conditions and stage-after-stage recommendations for proper personnel
selection, making it possible to hire employees, whose personal character traits qualify for the job and/or the set of activities to be implemented. The
above said proves high theoretic and practical importance of the study, carried out by the authors.
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Tahir, Hassane, and Patrick Brézillon. "Using Contextual Graphs as a Decision-making Tool in the Process of Hiring Candidates." International Journal of Artificial Intelligence & Applications 11, no. 6 (November 30, 2020): 37–46. http://dx.doi.org/10.5121/ijaia.2020.11604.
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Poor selection of employees can be a first step towards a lack of motivation, poor performance, and high turnover, to name a few. It's no wonder that organizations are trying to find the best ways to avoid these slippages by finding the best possible person for the job. Therefore, it is very important to understand the context of hiring process to help to understand which recruiting mistakes are most damaging to the organization in order to reduce the recruiting challenges faced by Human resource managers by building their capacity to ensure optimal HR performance. This paper initiates a research about how Contextual Graphs Formalism can be used for improving the decision making in the process of hiring potential candidates. An example of a typical procedure for visualization of recruiting phases is presented to show how to add contextual elements and practices in order to communicate the recruitment policy in a concrete and memorable way to both hiring teams and candidates.
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Cinthya, Monica, Licantik Licantik, and Ariesta Lestari. "SISTEM INFORMASI PENERIMAAN PEGAWAI BARU BERBASIS WEBSITE PADA PT. JAMKRIDA KALIMANTAN TENGAH." Jurnal Teknologi Informasi Jurnal Keilmuan dan Aplikasi Bidang Teknik Informatika 14, no. 1 (February 3, 2020): 105–11. http://dx.doi.org/10.47111/jti.v14i1.629.
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The process of employee’s recruitment at PT. Jamkrida still uses the manual methods in terms of registration, selection and announcement the result. These process is tme consuming and could be very expensive. Therefore a new system is needed to manage the recruitment process of new employees at PT. Jamkrida Kalimantan Tengah. Through this system the registration and selection process can be done well, precisely and quickly. Employee Recruitment System of PT. Jamkrida Kalimantan Tengah can be used as a solution in handling the process of hiring new employees in a company. The testing method performed on this website is a blackbox. From the tests conducted it can be concluded that the existence of a new web-based employee recruitment information system or e-recruitment company, is very helpful in the process of recruiting applicants, such as the committee can process applicant data quickly because applicant data will be accommodated in a database so that applicant data does not accumulate in file storage cabinets, as well as to process and search applicants' data can be done easily, with the online test system it can be easily and quickly to make corrections to answers because it is done by the system.
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Rosmawati, Dwi, Dedi Martono, and Afrida Nurhayati. "Implementasi Registrasi Online Seleksi Penerimaan Karyawan Baru Pada PT Lion Parcel." CICES 6, no. 2 (August 24, 2020): 192–202. http://dx.doi.org/10.33050/cices.v6i2.1152.
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The use of technology in a current system can speed up the work process, including in the new employee recruitment system. This research is intended to describe the new employee recruitment system and evaluate the new employee recruitment process implemented by PT Lion Express (Lion Parcel). The method applied in data collection is by interviewing and seeing firsthand the process of recruiting new employees at PT Lion Express (Lion Parcel). In accordance with the results of research that has been done by the author, it can be concluded that the employee recruitment process carried out by the personnel department already has a systematic stage. In the recruitment process there are still several problems that hamper as long as the process can be an evaluation of the company for the future. Obstacles encountered include the process of registering prospective employees for the implementation of psychological tests which are considered ineffective because they are still based on emails received and announcements of applicant data completeness are still done one-by-one by e-mail to applicants, thus consuming the work of HR department personnel. Therefore, a web-based Smart system is needed that can facilitate registration and announcement of lack of data completeness online. So that companies can maximize the process of hiring new employees, it is recommended that the selection of new employees use a system that can accommodate the obstacles that often occur in the process of hiring new employees. The system design uses UML diagrams and PHP programming languages.
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Gaol, Jonner Lumban, Sarman Sinaga, and Lukman Nasution. "Analysis of Labor Planning on PT. Ganda Saribu Utama Binjai." Budapest International Research and Critics Institute (BIRCI-Journal): Humanities and Social Sciences 4, no. 1 (February 22, 2021): 1368–73. http://dx.doi.org/10.33258/birci.v4i1.1763.
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Considering the recruitment and selection process for the company is very important to support the success of the company in achieving goals. With selective recruitment and selection will provide value for the company. The quality of the company will also improve better with competent and qualified employees. The discussion in this study is to analyze the labor planning. The results of the analysis on PT. Ganda Saribu Utama Binjai in the implementation of labor planning at PT. Ganda Saribu Utama Binjai is carried out several steps, namely: Job analysis, receiving applicant data, analyzing cover letters that have been sent to the company, conducting new employee acceptance tests, interview calls, reference examinations, and granting decisions on the acceptance of prospective new employees. And there are some obstacles that become obstacles in the company in hiring employees, which among which there are prospective employees who are dishonest, there are prospective employees who are not in accordance with the company's standards, with some obstacles, the company does things that can overcome problems in employee recruitment, starting with the implementation of selection in accordance with company procedures, and making specification adjustments in accordance with company standards.
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Sobocka-Szczapa, Halina. "Recruitment of Employees—Assumptions of the Risk Model." Risks 9, no. 3 (March 18, 2021): 55. http://dx.doi.org/10.3390/risks9030055.
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The aim of this article is to present the risk model premises related to worker recruitment. Recruitment affects the final selection of workers, whose activities contribute to corporate competitive advantages. Hiring unfavorable workers can influence the results produced by an organization. This risk mostly affects situations when searching for workers via the external labor market, although it can also affect internal recruitment. Therefore, it is necessary to attempt to identify recruitment risk determinants and classify their meaning in such processes. Model formation has both theoretical and intuitive characteristics. Model dependencies and their characteristics are identified in this paper. We attempted to assess the usability of the risk model for economic praxis. The analyses and results provide a model identification of dependencies between the factors determining a workers recruitment process and the risk which is caused by this process (employing inadequate workers who do not meet the employer’s expectations). The identification of worker recruitment process determinants should allow for practically reducing the risk of employing an inadequate worker and contribute to the reduction in unfavorable recruitment processes. The added value of this publication is the complex identification of recruitment process risk determinants and dependency formulations in a model form.
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E.G. Bateson, John, Jochen Wirtz, Eugene Burke, and Carly Vaughan. "Psychometric sifting to efficiently select the right service employees." Managing Service Quality 24, no. 5 (September 2, 2014): 418–33. http://dx.doi.org/10.1108/msq-04-2014-0091.
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Purpose – Service employees in subordinate service roles are crucial for operational efficiency and service quality. However, the stressful nature of these roles, inappropriate hire selection, and the proliferation of job boards have created massive recruitment problems for HR departments. The purpose of this paper is to highlights the growing costs of recruiting the right candidates for service roles while offering an alternative approach to recruitment that is more efficient and effective than the traditional approach. Design/methodology/approach – The study offers empirical evidence of five instances in which the use of psychometric sifting procedures reduced recruitment costs, while improving the quality of the resultant hires. Findings – By standing the traditional recruitment process “on its head” and using psychometric tests at the start of the selection process, the recruitment process can be significantly improved. Such tests efficiently weed out unsuitable candidates before they even enter the recruitment process, leaving a smaller, better-qualified pool for possible recruitment. Practical implications – Firms can safely use the psychometric sifts to select applicants according to their operational efficiency, customer orientation, and overall performance. This paper illustrates the use of both traditional questionnaire measures and situational judgment tests to remove unsuitable applicants at the start of the selection process. A real-life case study suggests that such an approach increases the hiring success rate from 6:1 to 2:1. In the opening of a new supermarket by a UK group, this process saved 73,000 hours of managers’ time, representing $1.8 million savings in opening costs. Originality/value – The paper offers a viable cost-saving alternative to a growing problem for HR departments in service firms and provides directions for further research.
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KARPINSKA, KASIA, KÈNE HENKENS, and JOOP SCHIPPERS. "The recruitment of early retirees: a vignette study of the factors that affect managers' decisions." Ageing and Society 31, no. 4 (December 3, 2010): 570–89. http://dx.doi.org/10.1017/s0144686x10001078.
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ABSTRACTRetirement is characterised as a dynamic process that has several different outcomes, from early retirement to re-entry to the labour force. Recent studies of the Dutch population show that a substantial number of early retirees re-enter the workforce after early retirement, but others do not succeed even though they want to return to paid work. An often-named reason for their failures is bias in the selection process. This raises the questions as to what restrictions do early retirees face in the labour market and what are the characteristics that enhance or limit their hiring chances? The aim of this study was to identify the individual and organisational characteristics that influence managers' hiring decisions, and for the purpose a vignette study among Dutch managers and business students was conducted. Profiles of hypothetical early retirees were presented to the respondents who were then asked to make decisions whether of not to employ the individual. The results show that hiring early retirees is of low priority to both managers and students, and depends to a large extent on organisational factors (such as personnel shortages) and the age of the retiree. The findings suggest that despite equal opportunities policies, age discrimination is still present on the Dutch labour market and that managers generally hinder the re-employment of workers approaching the retirement age.
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Wilsher, Simon. "Behavior profiling: implications for recruitment and team building." Strategic Direction 31, no. 9 (August 10, 2015): 1–5. http://dx.doi.org/10.1108/sd-02-2015-0023.
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Purpose – This paper aims to address the role of behavior profiling in personnel recruitment and selection and how managers would benefit by using behavior assessment. Psychometric tests that measure cognitive ability and behavioral traits are regularly used to support management decisions in recruitment, team building and leadership development. But are they effective as a determinant of hiring and can their use be justified? Design/methodology/approach – The relationship between personality and job performance has been studied frequently in business psychology, particularly so in the past 20 years. This paper sets out by discussing the advent of personality profiling and exploring the advances made to where we are today with behavior assessment tests. It addresses the views of academics and the use of behavior assessment in the corporate setting. Findings – There are many studies that document the validity of cognitive ability tests and personality/behavior profiling as predictors of work performance. Of the numerous procedures used for recruitment and selection, two combinations – general mental ability (cognitive ability or GMA) plus an integrity test (personality profiling) and GMA plus a structured interview – have the highest multivariate validity and utility for job performance. Behavior profiling is an effective determinant of hiring. Practical implications – Adopting personnel selection methods with high predictive validity ensures that managers can make decisions with a stronger degree of certainty and confidence. Using behavior profiling in conjunction with cognitive ability measures and sound interview techniques maximizes the predictive power of the selection process. Social implications – Behavior assessment tests should also benefit those taking the test by providing a facility that conveys important issues about their personality and behavior. This will allow them to discover areas that need to be addressed to make positive changes within themselves to achieve their ultimate goals in life, both personal and career. Originality/value – This paper addresses, among other things, the research of several people into the use of personality measures in personnel selection. The paper will benefit all those involved with recruitment, team building and leadership development by improving their understanding of the use of behavior assessment tests.
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AlShehhi, Fatima, and Khadeegha Alzouebi. "The Hiring Process of Principals in Public Schools in the United Arab Emirates: Practices and Policies." International Journal of Education and Literacy Studies 8, no. 1 (January 31, 2020): 74. http://dx.doi.org/10.7575/aiac.ijels.v.8n.1p.74.
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This study aims to explore the current selection practices of school principals in the Ministry of Education in the United Arab Emirates. The study covers three main objectives: to investigate the current practices and policies regarding the recruitment of school principals in public schools in the UAE; to explore how the Ministry of Education equips school principals for leadership positions; and to survey school principals’ views on recruitment and training and their on-going professional development needs. Currently there are three main stages in the recruitment process: the first stage is to submit an online application, the second stage is the interview, and the third stage is undergoing a probation period as a school principal. A significant finding was that school principals at present are not satisfied with the current recruitment process and see it in need of change. Thus some recommendations made in this study are presented based on the research findings and school principals’ reflections and experiences. School principals felt they would benefit from more specialized training in leadership and management skills, as well as, visits to successful schools both in the United Arab Emirates and overseas. One important recommendation was to develop a new academic diploma focusing on management and leadership skills for school principals, a ‘Principalship Diploma’ which covers the fundamental core content, training and requirements for educational leadership and effective performance. School principals play an imperative role in supporting the school, staff, and student performance, and therefore it is extremely important to create a clear, transparent and effective hiring policies in order to hire the most competent, effective and best performing school principals to lead the educational reform process in the United Arab Emirates.
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Vives, Marc-Lluís, Tania Fernandez-Navia, Jordi J. Teixidó, and Miquel Serra-Burriel. "Lenience breeds strictness: The generosity-erosion effect in hiring decisions." Science Advances 7, no. 17 (April 2021): eabe2045. http://dx.doi.org/10.1126/sciadv.abe2045.
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In recruitment processes, candidates are often judged one after another. This sequential procedure affects the outcome of the process. Here, we introduce the generosity-erosion effect, which states that evaluators might be harsher in their assessment of candidates after grading previous candidates generously. Generosity is defined as giving a candidate the lowest possible grade required to progress in the hiring process. Analyzing a high-stake hiring process, we find that for each candidate graded generously, the probability for subsequent candidates to pass decreased by 7.7% (experiment 1; N = 11,281). Testing the boundary conditions of the generosity-effect, we explore a hiring process that, in contrast to the previous process, was very selective, because candidates were more likely to fail than to pass. In this scenario, no evidence is found for the generosity-erosion effect (experiment 2; N = 3171). Practical implications and mechanisms underlying the generosity-erosion effect are further discussed.
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Lam, Sue, and Ben Hawkes. "From analytics to action: how Shell digitized recruitment." Strategic HR Review 16, no. 2 (April 10, 2017): 76–80. http://dx.doi.org/10.1108/shr-01-2017-0005.
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Purpose The purpose of this paper is to share how Shell HR enabled technological change in their graduate hiring assessments. Design/methodology/approach Shell receives over 100,000 applications for their global graduate program each year for fewer than 1,000 technical and commercial positions. The foundation of the recruitment process is the assessments, providing data and insight on which to make selection decisions. The effectiveness of the assessments, along with attracting the best candidates, determines the quality of hire and long-term value to Shell. To stay competitive in the market with job seekers, Shell recruitment wanted to create a streamlined assessment approach that could be delivered through available technology. HR analytics and assessment specialists collaborated to review the current graduate assessments to enhance candidate assessment data, boost candidate experience, leverage technology and make structural changes that improve cost effectiveness, scalability and efficiency for variable hire demand levels. Focus groups, interviews, candidate experience surveys and assessment center data were examined. Findings The findings indicate that the assessment process was robust but could be streamlined, particularly by digitizing the process. For example, pre-recorded video interviewing could be utilized early in the assessment process. Originality/value This paper sheds light on the success factors of digitizing the recruitment assessment process. Information on bringing data analysis to recommendations and implementation is shared.
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Pavloshchuk, Olga O., Viktoriia E. Melnychuk, and Nadiia V. Roshchyna. "Transformation of the Process of Hiring Employees Under the Influence of Information Technologies." Mechanism of an Economic Regulation, no. 3 (2019): 49–57. http://dx.doi.org/10.21272/mer.2019.85.05.
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The socio-economic and political transformations in the country cannot be perceived without the implementation of information technology. Nowadays, Internet resources are actively used in all spheres of life, so personnel management departments, following the example of foreign recruitment companies, adapt the system of selection of personnel to the modern technological realities. Human capital is still one of the most important factors in the country's development. It was approved that the proper selection of a qualified specialist is the key to the success of any company, organization, enterprise because the staff influences their efficiency and competitiveness in the occupied market segment. On this basis, it should be noted that the output of the Human Resource department is crucial. Staffing is not possible without the use of information technology and the Internet. Analyzing the existing changes in the field of hiring employees, we verified that new technologies are implemented solidly. Head-hunters and recruiters use dedicated social networking sites and job search sites to recruit highly qualified personnel. Recent advances in marketing, such as targeted advertising, are also actively and purposefully used to attract the attention of potential employees. Moreover, specialized software is being developed to simplify the selection and screening system for those candidates who do not meet the requirements of the enterprise. It should be noted that the development of information technology has fundamentally affected the change in the relationships and interactions of people in society, involving all spheres of life. Looking at people around the world who spend a lot of time in the virtual space and want to find a particular job, it should be confirmed that there is no longer a need to print it in the newspaper, broadcast it on the radio or to show on television. The results of our research show that the advertisement for the job position can be entirely spread on the Internet in the nearest future. Information technology has made adjustments to the specifics of hiring qualified personnel in the world, and in particular in Ukraine. The widespread availability of information resources in the world has fundamentally changed the policies of Human Resource Management departments and the tactics of their specialists. It has been done a lot in the development of the Human Resource department in Ukraine, but several unresolved issues should be overcome. It`s the quandary of the future. Key words: information technology, human capital, human resources management, social networks.
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Khadija, Zamil, and Alsharqi Omar. "The Effect of Information Technology on the Recruitment Process in Healthcare Organization in Makkah City." Global Journal of Health Science 11, no. 2 (January 23, 2019): 123. http://dx.doi.org/10.5539/gjhs.v11n2p123.
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As technology advances in recruitment and selection, it provides job seekers with more options for finding a career in the healthcare industry. At the same time, it helps organizations to streamline the hiring process. Internet job sites like CareerBuilder, Monster and Hot Jobs allow job seekers to post resumes which employers can view online and select qualified candidates. In addition, online candidate-tracking systems are helpful to employers. Social media forums like Facebook and LinkedIn are useful sources when selecting proper candidates for the healthcare industry. This research set aims to analyse the role of information technology in the healthcare recruitment process. The literature review demonstrates the impact of IT on the recruitment process in the healthcare sector. Literature from different secondary sources, such as books and journals, are discussed in this research. The methodology applied in this research takes a descriptive analytical and deductive approach. In the data collection and analysis part, the data were collected from 130 human-resource employees from different healthcare organizations in Makkah city. A quantitative data analysis method has been followed in order to analyse the raw data obtained in the survey. This helps to get appropriate outcome for the research by fulfilling its research aims and objectives. The outcome results from this study were as follows: First, that using information technology will be very useful in the recruitment process, because it will provide a better outcome than traditional methods. Second, there will be improvement in the quality of recruitment when using information technology in the recruitment process. Third, there will be a small improvement in communication when IT is used in the recruitment process rather than traditional methods. Finally, using IT in the recruitment process will be much more effective than the traditional way. The recommendations made from this study are the following: As outcome is one of the major components in the healthcare industry recruitment system, the applications for providing care must not vary between institutions. In order to improve quality in the healthcare recruitment process, it is necessary to apply IT in the proper way. For instance, those applications that have security issues and may lead to data leakage of candidates must be avoided. Using social media could be useful in enhancing communication in the healthcare recruitment process. The government has an important role to play in setting up standards for organizations. In turn, following these standards could be helpful in guaranteeing the effectiveness of the system.
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Shenoy, Varun, and P. S. Aithal. "Green Placement – An Innovative Concept & Strategy in Campus Placement Model." IRA-International Journal of Technology & Engineering (ISSN 2455-4480) 4, no. 3 (October 6, 2016): 151. http://dx.doi.org/10.21013/jte.v4.n3.p3.
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<div><p class="DefaultStyle"><em>Campus Placements as we know today is a process involving interview of college students by recruiting companies utilizing institutional resources towards candidate job selection. The same campus placements which are being traditionally conducted by the arrival of HR Team to campus, their pre-placement talk about company and job description with the gradual interview rounds is slowly beginning to shift its perspectives towards a more greener stature. Especially now with the application of modern technology in hiring practices like E-Recruiting or On-line Recruitment, the entire campus recruitment process is also poised to leap towards a rapid change. Therefore, this research paper aims to construct an ideal strategy towards implementing campus placement process in parallel lines of E-Recruiting as well but with a more environment-friendly approach. This on-line campus placement process termed as 'Green Placements' will thrive as a conceptual model focused on to reduce resource wastages, save water, time, space, electricity by preserving the surrounding environment clean and green whilst the placement activity is being conducted at the college.</em></p></div>
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Albert, Edward Tristram. "AI in talent acquisition: a review of AI-applications used in recruitment and selection." Strategic HR Review 18, no. 5 (October 14, 2019): 215–21. http://dx.doi.org/10.1108/shr-04-2019-0024.
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Purpose The purpose of this study is to explore the current use of artificial intelligence (AI) in the recruitment and selection of candidates. More specifically, this research investigates the level, rate and potential adoption areas for AI-tools across the hiring process. Design/methodology/approach To fulfill that purpose, a two-step approach was adopted. First, the literature was extensively reviewed to identify potential AI-application areas supporting the recruitment and selection (R&S) process. Second, primary research was carried out in the form of semi-structured thematic interviews with different types of R&S specialists including HR managers, consultants and academics to evaluate how much of the AI-applications areas identified in the literature review are being used in practice. Findings This study presents a multitude of findings. First, it identifies 11 areas across the R&S Process where AI-applications can be applied. However, practitioners currently seem to rely mostly on three: chatbots, screening software and task automation tools. Second, most companies adopting these AI-tools tend to be larger, tech-focussed and/or innovative firms. Finally, despite the exponential rate of AI-adoption, companies have yet to reach an inflection point as they currently show reluctance to invest in that technology for R&S. Research limitations/implications Due to the qualitative and exploratory nature behind the research, this study displays a significant amount of subjectivity, and therefore, lacks generalisability. Despite this limitation, this study opens the door to many opportunities for academic research, both qualitative and quantitative. Originality/value This paper addresses the huge research gap surrounding AI in R&S, pertaining specifically to the scarcity and poor quality of the current academic literature. Furthermore, this research provides a comprehensive overview of the state of AI in R&S, which will be helpful for academics and practitioners looking to rapidly gain a holistic understanding of AI in R&S.
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Moratti, Sofia. "Do Low-Openness, Low-Transparency Procedures in Academic Hiring Disadvantage Women?" Social Sciences 9, no. 6 (May 26, 2020): 89. http://dx.doi.org/10.3390/socsci9060089.
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Research has shown that low openness and low transparency in the process of recruitment of new (associate) professors put women at a systematic disadvantage. Examples include professorships awarded by direct invitation (as opposed to job calls); contexts where nominally open job calls routinely get only one applicant; and procedural rules that allow the filtering out of qualified applicants without sharing the grounds of the decision with the candidates. We investigated one decade (2007–2017) of hiring of new (associate) professors in one Faculty at the largest university in Norway, the Norwegian University of Science and Technology (NTNU) (n = 79). The Faculty is a highly gender-equal setting, in that the share of women among associate professors has been >40% for over a decade. We found (1) a high share (about 40%) of women among applicants, maintained among winners; (2) a very sporadic use of direct invitations (two in a decade) and no sign that their use advantages men; (3) no nominally ‘open’ job calls with only one applicant; (4) no disadvantage for women when the pool of applicants is small; (5) no systematic filtering out of women when low-transparency internal formal preselection procedures are used because of organizational contingencies (e.g., a high number of applicants). We found an overall high degree of openness in the selection procedure when compared to other Scandinavian and Western European studies. Contrary to our expectations (based on the relevant literature), we found no link between low openness in the selection process and gender inequality in the outcome. The latter finding must be interpreted in context. We conclude that the overall good gender balance locally is an antidote to the potential biasing effect of low-openness and low-transparency procedures, so long as such procedures are used only exceptionally, and their use is clearly tied with organizational contingencies. At the same time, we found no indication that low-openness and low-transparency procedures systematically advantage women.
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Miles, Andrew, and Eugene Sadler-Smith. "“With recruitment I always feel I need to listen to my gut”: the role of intuition in employee selection." Personnel Review 43, no. 4 (May 27, 2014): 606–27. http://dx.doi.org/10.1108/pr-04-2013-0065.
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Purpose – This qualitative study of managers’ use of intuition in the selection process aimed to understand if and how managers use intuition in employee hiring decisions and suggest ways in which the use of intuition might be improved. The paper aims to discuss these issues. Design/methodology/approach – Semi-structured, in-depth interviews were conducted with managers from a range of backgrounds, and with varying experience of recruitment and selection. Findings – Findings revealed that reasons for the use of intuition included personal preferences, resource constraints and recognition of the limitations of more structured approaches. Intuition was used an indicator for performance, personality and person-environment fit. Intuition tended to be used with requisite caution; participants were aware of its limits, the potential for bias and the difficulties in justifying its use; several participants used their intuitions in concert with more structured, non-intuition based approaches. Research limitations/implications – The small-scale investigative study has limited generalisability. The paper concludes with five specific recommendations on how to improve managers’ understanding and use of intuition in employee selection. Originality/value – Despite increased interest in intuition in management there is a paucity of qualitative studies of intuition-in-use in management in general and in personnel in particular. This research helps to fill this gap.
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Gupta, Arunesh Kumar. "A Study of Human Resource Accounting." International Journal of Research in Engineering, Science and Management 4, no. 1 (January 7, 2021): 10–12. http://dx.doi.org/10.47607/ijresm.2021.440.
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Human Resource Accounting (HRA) is a new branch of accounting. It follows the traditional concept that all expenditure on human capital formation is taken as a charge against the revenue of the period as it does not create any physical assets modern view is that cost incurred on any assets as Human Resources need to be capitalized as it provides benefits measurable in monetary terms. Measurement of cost and value of the people to organized as is highly important cost incurred in recruitment, selection, hiring, training and development of employees the concept of HRA has been defined by the American Accounting Association has “The process of identifying and measuring data about Human Resource and communication this information to interested parties. The study of this paper shows meaning, objective, importance and different method of Human Resource Accounting.
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Ren, Run, Judy Y. Sun, Yichi Zhang, Yunyun Chen, and Chunching Liu. "Can good impression and feedback-seeking behavior help Chinese graduates get a job?" Journal of Chinese Human Resource Management 6, no. 1 (May 11, 2015): 14–32. http://dx.doi.org/10.1108/jchrm-03-2015-0003.
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Purpose – The purpose of this paper is to examine the effect of feedback seeking (FBS) and impression management (IM) on candidates’ evaluative performance and final hiring decision in a recruiting assessment center (AC) by a multinational corporation (MNC) in China. Design/methodology/approach – The authors adopted a mixed-methods design. The authors first surveyed 234 candidates and 12 recruiting managers as assessors in four Chinese cities in one year. The authors then collected 23 candidates’ qualitative data in the forms of online blogs, diaries or letters sharing their recruitment experiences from 2005 to 2014. Findings – The quantitative results showed that both candidates’ FBS and IM behaviors were positively related to their evaluative performance, yet with no significant effects on hiring decision. However, the interaction of FBS and IM significantly reduced the likelihood of a positive evaluative performance and hiring decision. Qualitative findings showed that IM was adopted by the candidates, and encouraged by the firm in the initial period of AC. Implicit FBS behavior was also found in the qualitative data. Practical implications – The results offer important practical implications. For applicants, success in job search depends on one’s overall ability and capacity, while proper FBS and initial IM may be helpful to get in the race. At the firm level, MNCs need to adopt innovative strategies to win the “war for talent” in campus recruiting to cope with the deficiency in the educational focus. Originality/value – The authors adopted a mixed-methods approach to examining the dynamics of AC process in campus recruiting processes. This study is among the first examining the interactions of FBS and IM in the selection research.
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Mejia, Cynthia, and Edwin N. Torres. "Implementation and normalization process of asynchronous video interviewing practices in the hospitality industry." International Journal of Contemporary Hospitality Management 30, no. 2 (February 12, 2018): 685–701. http://dx.doi.org/10.1108/ijchm-07-2016-0402.
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Purpose Asynchronous video interviews (AVIs) enable recruiters and job candidates to conduct and review employment interviews at different points in time, promising improved cost and time efficiencies for all users. This research aims to investigate the implementation and normalization process of AVI in the hospitality industry with the unified theory of acceptance and use of technology (UTAUT) and the normalization process theory (NPT) providing theoretical support. Design/methodology/approach Semi-structured interviews have been conducted with hiring managers from three different hospitality companies, which were in different stages of the implementation process. The data have been recorded, transcribed and coded according to the UTAUT and NPT constructs, revealing emergent themes. Findings Five overarching themes emerged: AVI effort and efficiency expectation; augmentation to the interview process; challenges for the applicant; challenges for the recruiter; and issues with applicant interviewing aesthetics. Additional coding and analysis with NPT identified the following in terms of evaluation of the implementation process: participants’ implementation activities showed a tendency to emanate from cognitive participation (relationship work), leading to coherence (sense-making work), followed by collective action (enactment of work/operational work) and finally reflexive monitoring (appraisal work). Practical implications Findings from this research include recommendations for the best practices integrating AVI into the hospitality employee selection process. Originality/value Given the increased demands on the recruitment and selection of talent in the hospitality industry, several organizations have turned to mechanized HR software platforms. The impact of interview modalities and particularly AVI has received limited research attention, thus this study expanded this new stream of literature. Furthermore, this research is among a nascent stream using NPT to evaluate the implementation and normalization of this new technology.
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Pryvalova, Nataliia. "Recruiting on SMART-principles." University Economic Bulletin, no. 45 (May 27, 2020): 100–104. http://dx.doi.org/10.31470/2306-546x-2020-45-100-104.
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The relevance of the research topic due to socio-economic transformations in the Ukrainian economy and, as a result of particular importance for any enterprise is the problem of selection of qualified personnel. On the Ukrainian labor market has undergone significant changes: if earlier the problem was the job search by the worker, today the main problem was the search for a qualified employee by the company. Statement of the problem. New opportunities associated with rekrutinga and improvement of it principles given the SMART technology and to make certain conclusions. Analysis of recent researches and publications. Problems of personnel management, recruitment and selection of personnel, recruiting is dedicated to the work of such scientists-economists as A. Matusevich, T. Butynski, I. Zhilyaeva, E. Zotova, S. Kulakov, V. Kopeikin, V. Lysak, E. Orlova, V. Semenyak, A. Trunov and others. Highlighting unexplored aspects of the problem. In the operation and development of recruitment remains unanswered question about approaches to recruiting principles that justifies its relevance. Statement of the problem, purpose of the study. The purpose of this article is to study the nature of recruitment and its principles, given the SMART. Method or methodology of the study. The study used General scientific methods: dialectic, system-structural analysis and synthesis, generalization. The main material (the results). The article explores the nature of recruitment and the factors that influence it. It reveals the importance of recruiting for enterprise clients. Define the concept of «SMART» and its essence. It is proved that a modernized approach to recruiting, in modern conditions should be based on SMART principles, which takes into account the time factor, the needs of the enterprise client and his requirements to the potential candidate (employee) and the result (performance), which is expected from him. Recommended by the author recruiting at SMART-principles consists of specific, measurable, achievable, relevant and limited in time principles. The scope of the results. The findings and results of this paper can be used in educational and scientific process of economic faculties of higher educational institutions. However, the results can be used for recruiting, selection and hiring clients as well as business leaders, senior managers. Conclusions according to the article. On the basis of the study of the nature of recruitment and its principles, given the technology of SMART, the result of scientific work is that recruting SMART-principles contributes to a more accurate understanding of customer needs and a full view of the field of activity of the enterprise client as well as the ability to find clients and competent to work with them.
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Ahmad, Waqas, Shengling Wang, Ata Ullah, Sheharyar, and Muhammad Yasir Shabir. "Reputation-Aware Recruitment and Credible Reporting for Platform Utility in Mobile Crowd Sensing with Smart Devices in IoT." Sensors 18, no. 10 (October 1, 2018): 3305. http://dx.doi.org/10.3390/s18103305.
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The Internet of things (IoT) comprises a huge collection of electronic devices connected to the Internet to ensure the dependable exchange of sensing information. It involves mobile workers (MWs) who perform various activities to support enormous online services and applications. In mobile crowd sensing (MCS), a massive amount of sensing data is also generated by smart devices. Broadly, in the IoT, verifying the credibility and truthfulness of MWs’ sensing reports is needed for MWs to expect attractive rewards. MWs are recruited by paying monetary incentives that must be awarded according to the quality and quantity of the task. The main problem is that MWs may perform false reporting by sharing low-quality reported data to reduce the effort required. In the literature, false reporting is improved by hiring enough MWs for a task to evaluate the trustworthiness and acceptability of information by aggregating the submitted reports. However, it may not be possible due to budget constraints, or when malicious reporters are not identified and penalized properly. Recruitment is still not a refined process, which contributes to low sensing quality. This paper presents Reputation, Quality-aware Recruitment Platform (RQRP) to recruit MWs based on reputation for quality reporting with the intention of platform profit maximization in the IoT scenario. RQRP comprises two main phases: filtration in the selection of MWs and verifying the credibility of reported tasks. The former is focused on the selection of suitable MWs based on different criteria (e.g., reputation, bid, expected quality, and expected platform utility), while the latter is more concerned with the verification of sensing quality, evaluation of reputation score, and incentives. We developed a testbed to evaluate and analyze the datasets, and a simulation was performed for data collection scenario from smart sensing devices. Results proved the superiority of RQRP against its counterparts in terms of truthfulness, quality, and platform profit maximization. To the best of our knowledge, we are the first to study the impact of truthful reporting on platform utility.
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Putra, Yusuf Wahyu Setiya, and Muhamad Teguh Prayitno. "Penerapan Metode Analytcal Hierarchy Process Pada Sistem Pendukung Keputusan Penerimaan Karyawan PT.SDN." Creative Information Technology Journal 8, no. 1 (March 31, 2021): 43. http://dx.doi.org/10.24076/citec.2021v8i1.258.
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Proses seleksi penerimaan karyawan secara manual, khususnya pada proses perhitungan nilai akhir setiap calon karyawan akan sangat membutuhkan banyak waktu, apalagi apabila jumlah calon karyawan yang mengikuti seleksi sangat besar. Sistem Pendukung Keputusan (SPK) adalah sistem yang berbasis personal komputer terdiri atas beberapa komponen yaitu komponen sistem bahasa (language), komponen sistem pengetahuan (knowledge), & komponen sistem pemrosesan perkara (duduk perkara processing) yang saling berkaitan satu menggunakan lainnya, didalam merogoh suatu keputusan melalui pengunaan data-data dan contoh-contoh keputusan supaya bisa memecahkan suatu pertarungan. Dalam penelitian yang akan dilaksanakan memakai Metode Analytical Hierarchy Process (AHP). Melakukan penyelesaian menggunakan AHP memiliki kaidah - kaidah yang dimana harus memahaminya, diantaranya: penyusunan hirarki, evaluasi perbandingan berpasangan, sintesa prioritas, & konsistensi logika. Berdasarkan analisa data yang dilakukan, diperoleh konklusi bahwa sistem pendukung keputusan karyawan menggunakan metode AHP bisa merampungkan banyak sekali perkara yang terdapat diperusahaan. sistem bisa menangani pertarungan tentang rekrutmen karyawan & sistem bisa menaruh output secara seksama & sempurna dan cepat menurut output perengkingan melalui perhitungan matrik berpasangan & nilai kriteria menurut masing-masing bobot nilai yang dipengaruhi secara sahih menurut output yang diperoleh. menurut output penelitian yang dilakukan bisa diperoleh output menurut perhitungan AHP ini terbukti sangat membantu perusahaan pada melakukan penyaringan penerimaan karyawan.Kata Kunci—AHP, Sistem, Pendukung, Keputusan, SPKThe selection process for hiring employees manually, especially in the process of calculating the final value of each prospective employee, will require a lot of time, especially if the number of prospective employees participating in the selection is very large. Using data and decision models to solve a problem, this study uses the Analytical Hierarchy Process (AHP) method. The basic principles of solving problems with AHP have rules which must be understood, including hierarchical arrangement, pairwise comparative assessment, priority synthesis, and logical consistency. Based on the data analysis, it is concluded that the employee decision support system using the AHP method can solve various problems that exist in the company. The system can handle problems regarding employee recruitment and the system is able to provide accurate and precise and fast results from the results of the ranking through the calculation of paired matrices and the criteria value of each weighted value that is determined correctly from the results obtained. From the results of research conducted, it can be obtained from the calculation of AHP which is proven to be very helpful for companies in screening employee acceptance.Keywords—AHP, System, Support, Decision, SPK
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Bodart, Cristiano Das Neves, Eunides Paschoalina Romano, and Osiene Alves Chagas. "INCLUSÃO DE PESSOAS COM DEFICIÊNCIA NO MERCADO DE TRABALHO: Legislação e perspectivas de profissionais que atuam como selecionadores, fiscalizadores e apoiadores." Revista Foco 9, no. 2 (December 7, 2016): 197. http://dx.doi.org/10.28950/1981-223x_revistafocoadm/2016.v9i2.336.
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O Recrutamento e Seleção (R&S) de Pessoas com Deficiência (PCD’s) é uma tarefa importante da área de Recursos Humanos (RH), exigindo conhecimento, destreza e sensibilidade. Apesar de esforços, é comum as equipes de RH encontrarem dificuldades no processo de contratação de PCD’s, sobretudo relacionado ao preconceito. Nesse contexto, o presente estudo tem por objetivo averiguar a percepção dos profissionais de RH que atuam no processo R&S de PCD’s quanto ao processo de inclusão social destes, assim como ao conhecimento desses profissionais quanto a legislação brasileira vigente, bem como a percepção de profissionais que fiscalizam suas inclusões e apoiadores de PCD’s no mercado de trabalho. Para atender tal objetivo foram realizadas entrevistas a profissionais que atuam com R&S, fiscalizadores, e apoiadores desse da permanência desses profissionais no mercado de trabalho e analisadas à luz da legislação brasileira. Identificou-se que, os profissionais entrevistados estão consideravelmente conscientes da legislação vigente, da importância da inclusão social destes profissionais no mercado de trabalho e parecem estar dispostos a contribuir com esse processo. Recruitment and Selection (R&S) of People with Disabilities (PWD's) is an important Human Resource (HR) task of Human Resource (HR), requiring knowledge, skill and sensitivity. Despite efforts, it is common for HR staff to encounter difficulties in the process of hiring PWDs, mainly due to prejudice. In this context, the present study seeks to ascertain the perception of HR professionals working in the R&D process of PWDs as regards the process of their social inclusion , as well as the knowledge of these professionals regarding current Brazilian legislation, along with the perception of professionals who oversee their inclusion and supporters of PCDs in the labor market. In order to meet this objective, interviews were conducted with professionals working with R&S, inspectors, and supporters of the permanence of these professionals in the labor market and were analyzed in light of Brazilian legislation. It was found that the interviewed professionals are considerably aware of the current legislation, the importance of the social inclusion of these professionals in the labor market, and appear to be willing to contribute to this process.
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Sufarita, Sufarita, Riana Sahrani, and Rahmah Hastuti. "PERANAN EMOTIONAL INTELLIGENCE DAN SELF EFFICACY TERHADAP HARDINESS PADA PESERTA ORIENTASI PERSIAPAN KERJA." Jurnal Muara Ilmu Sosial, Humaniora, dan Seni 3, no. 2 (October 30, 2019): 465. http://dx.doi.org/10.24912/jmishumsen.v3i2.6052.2019.
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Pada umumnya untuk memperoleh pekerjaan individu melalui rangkaian proses rekrutmen dan seleksi. Salah satu bagian dari rangkaian proses tersebut di Perusahaan X dilakukan orientasi persiapan kerja (OPK). Tahapan OPK ini dapat menjadi situasi yang penuh tekanan bagi para peserta. Untuk dapat berhasil menghadapi tekanan tersebut, individu harus memiliki hardiness yang tinggi. Dua hal yang dapat mempengaruhi hardiness individu adalah emotional intelligence dan self-efficacy. Penelitian ini bertujuan untuk mengetahui peranan emotional intelligence dan self-efficacy terhadap hardiness pada peserta OPK. Partisipan penelitian merupakan peserta OPK dengan karakteristik mengikuti proses seleksi reguler sebanyak 368 partisipan. Penelitian ini menggunakan metode kuantitatif dengan multiregression analysis. Hasil analisis data menunjukkan bahwa emotional intelligence dan self-efficacy secara bersama-sama berperan terhadap hardiness sebesar 25,9% serta secara terpisah emotional intelligence berperan terhadap hardiness sebesar 22,2% dan self-efficacy berperan terhadap hardiness sebesar 21,8%. Berdasarkan penelitian ini disimpulkan bahwa emotional intelligence dan self-efficacy memiliki peranan terhadap hardiness pada peserta OPK. As part of job hiring, individuals must complete a series of recruitment and selection processes. One part of the process sequence is an employment preparation program (EPP). This stage of EPP can be a stressful situation for the participants. To be able to successfully deal with these pressures, individuals must have high hardiness. Two things that could affect individual hardiness are emotional intelligence and self-efficacy. This study aims to determine the contribution of emotional intelligence and self-efficacy on the hardiness of Participants of EPP. The research participants were participants in the EPP who are recruited by the regular selection process instead of a pro hire program or master’s scholarship. This study uses a quantitative method with multi-regression analysis. The results of data analysis showed that emotional intelligence and self-efficacy had a role on hardiness, (22,2% and 21,8%) respectively. It could be seen that emotional intelligence had a greater role on hardiness than self-efficacy of hardiness. Based on this study it was concluded that if emotional intelligence and self-efficacy of participants of EPP has a role on their hardiness.
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Tsirkas, Konstantinos, Alexandra-Paraskevi Chytiri, and Nancy Bouranta. "The gap in soft skills perceptions: a dyadic analysis." Education + Training 62, no. 4 (April 7, 2020): 357–77. http://dx.doi.org/10.1108/et-03-2019-0060.
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PurposePrevious studies have shown that soft skills play a significant role in applicants' employability and in the job search, recruitment, selection and hiring process. However, past research indicates a gap in perceptions of soft skills, between employees and employers. The present empirical research aims to explore this gap in perceptions and to suggest effective ways to resolve any mismatch. Demographical factors affecting these perceptions are also taken into consideration for the analysis.Design/methodology/approachA quantitative research design has been applied. The survey undertaken, covers all three main sectors of employment (manufacturing, retail and services), with 151 employee–employer dyads around Greece participating in the survey. Paired sample t-test, independent t-test and One-way ANOVA were used to analyze the data.FindingsThe results show a gap between employees' and their subsequent employers' perceptions of employees' soft skills. Employees seem to regard their skills more highly than do their employers, whereas employers seem to consider employees as not properly equipped with the necessary soft skills. These findings are a worrying sign for business operations and suggest that difficulties in manager–employee co-operation can arise.Practical implicationsThis study has both theoretical and practical implications. It adds to the literature in human resources appraisal process by identifying soft skills perceived differently by employees and employers. It also highlights the reasons for that gap and makes suggestions for the enhancement of required skills.Originality/valueThe majority of previous studies in the field focus either on employees' or employers' perceptions, without comparing them. In addition, the few former studies attempt a comparison focused on students as employees or trainees, with no previous work experience. The current study focuses on employees whose work experience has already shaped perceptions of their skills and employability.
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Scherer, Roberta W., Leonora D. Sensinger, Benigno Sierra-Irizarry, and Craig Formby. "Lessons learned conducting a multi-center trial with a military population: The Tinnitus Retraining Therapy Trial." Clinical Trials 15, no. 5 (May 23, 2018): 429–35. http://dx.doi.org/10.1177/1740774518777709.
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Background The Tinnitus Retraining Therapy Trial (TRTT), a randomized, placebo-controlled, multi-center trial, evaluated the efficacy of tinnitus retraining therapy and its individual components, tinnitus-specific educational counseling and sound therapy versus the standard of care, in military practice to improve study participants’ quality of life. The trial was conducted at six US military hospitals to take advantage of the greater prevalence of tinnitus in the military population. Methods During the trial, various challenges arose that were uniquely related to the military setting. To convey these challenges to investigators planning future multi-center trials in military hospitals, we itemized various challenges that arose during the trial, interviewed clinic directors and coordinators to elicit their viewpoints, and then collated and organized their responses, together with those challenges presented while conducting the Tinnitus Retraining Therapy Trial. Results We encountered challenges in site selection, the approval process, administrative issues, study personnel training and retention, participant recruitment methods and issues, adherence to protocol, reimbursement issues, and military security. Site selection involved visiting 20 military hospitals to identify six sites that enrolled and followed study participants. We found that commitment for the trial must be obtained from the full military chain of command, but with ongoing changes in staff or military priorities, initial commitments were insufficient to sustain support throughout the entire trial. More time is required to obtain necessary administrative approvals by various military authorities and institutional review boards than is typically experienced in civilian settings. Recruitment strategies must be flexible due to changing military regulations regarding display of materials. Protracted periods of inactivity were due to sequestration and delays in institutional review board approval of required study personnel or protocol amendments. While mostly adherent to the protocol, study staff had difficulties in integrating study visits into the military clinical schedule. Unexpected study expenses revolved around hiring civilian study staff and obtaining associated security clearance while maintaining a consistent flow of funds to each site. The added expense negated cost savings realized by conducting the National Institutes of Health–funded trial at federal institutions, whose personnel could not be reimbursed for their efforts. Military security concerns impacted the use of web-based data systems and led to increased time and effort required for site visits. Conclusion Overall, US military hospitals provide a unique setting to conduct multi-center trials. Challenges arise mainly due to ever-changing authority personnel and military priorities. Pre-planning and flexibility are keys in overcoming these challenges. Multi-center trials conducted in the military will likely take longer to initiate and complete than those in the civilian sector due to multiple levels of command and administrative approvals.
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McMahan, Vanessa M., Noah Frank, Smitty Buckler, Lauren R. Violette, Jared M. Baeten, Caleb J. Banta-Green, Ruanne V. Barnabas, Jane Simoni, and Joanne D. Stekler. "Protocol Development for HMU! (HIV Prevention for Methamphetamine Users), a Study of Peer Navigation and Text Messaging to Promote Pre-Exposure Prophylaxis Adherence and Persistence Among People Who Use Methamphetamine: Qualitative Focus Group and Interview Study." JMIR Formative Research 4, no. 9 (September 14, 2020): e18118. http://dx.doi.org/10.2196/18118.
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Background Cisgender men who have sex with men (MSM) and transgender people (TGP) who use methamphetamine are disproportionately impacted by HIV acquisition. Pre-exposure prophylaxis (PrEP) is highly effective at preventing HIV, and interventions that support PrEP persistence and adherence should be evaluated among MSM and TGP who use methamphetamine. Objective We conducted formative work to inform the development of text messaging and peer navigation interventions to support PrEP persistence and adherence among MSM and TGP who use methamphetamine. In this paper, we describe how the findings from these focus groups and interviews were used to refine the study interventions and protocol for the Hit Me Up! study (HMU!; HIV Prevention in Methamphetamine Users). Methods Between October 2017 and March 2018, we conducted two focus groups and three in-depth interviews with MSM and TGP who use methamphetamine or who have worked with people who use methamphetamine. During these formative activities, we asked participants about their opinions on the proposed interventions, education and recruitment materials, and study design. We focused on how we could develop peer navigation and text messaging interventions that would be culturally appropriate and acceptable to MSM and TGP who use methamphetamine. Transcripts were reviewed by two authors who performed a retrospective content analysis to describe which specific opinions and recommendations influenced protocol development and the refinement of the interventions. Results Overall, participants thought that MSM and TGP would be interested in participating in the study, although they expected recruitment and retention to be challenging. Participants thought that the peer navigator should be someone who is nonjudgmental, has experience with people who use methamphetamine, and is patient and flexible. There was consensus that three text messages per day were appropriate, adherence reminders should be straightforward, all messages should be nonjudgmental, and participants should be able to tailor the timing and content of the text messages. These suggestions were incorporated into the study interventions via the hiring and training process and into the development of the text library, platform selection, and customizability of messages. Conclusions It is important to include the opinions and insights of populations most impacted by HIV to develop PrEP interventions with the greatest chance of success. Our formative work generated several recommendations that were incorporated into the interventions and protocol development for our ongoing study. Trial Registration ClinicalTrials.gov NCT03584282; https://clinicaltrials.gov/ct2/show/NCT03584282
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Grobelna, Aleksandra. "Effects of individual and job characteristics on hotel contact employees’ work engagement and their performance outcomes." International Journal of Contemporary Hospitality Management 31, no. 1 (January 14, 2019): 349–69. http://dx.doi.org/10.1108/ijchm-08-2017-0501.
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Purpose This study aims to examine the effects of individual and job-related characteristics on employees’ work engagement and its influence on their performance outcomes. This study develops and tests the research model where the impact of positive affectivity, polychronicity and task significance on employees’ work engagement is investigated, and its consequences for employees’ job performance are analyzed. Design/methodology/approach The relationships between study constructs were tested using the structural equation modeling. Data were collected from 222 hotel contact employees from the Pomeranian Voivodeship, a tourist destination of northern Poland. Findings The study findings confirmed that positive affectivity and polychronicity, as personality characteristics and task significance as a job characteristic exert a significant and positive impact on hotel employees’ work engagement, which in turn enhances the level of their job performance. Additionally, polychronicity was significantly related to hotel employees’ job performance. Of all the analyzed predictors, task significance appeared to be the strongest driver of hotel employees’ work engagement. A direct relationship between polychronicity and hotel employees’ job performance was also confirmed by this study. Practical implications Hotel organizations are recommended to modify the standards of their recruitment and selection process and incorporate additional techniques to be more successful in hiring employees with an adequate personality profile (high in positive affectivity and polychronic tendency). The recruited suitable candidates should be guided effectively with appropriate human resource management practices, especially those that increase hotel employees’ experience of work meaningfulness. Therefore, they should be constantly assured, through a variety of management actions, about the influence and importance of their roles and the contribution to the service and organizational success. Originality/value This study contributes to a better understanding of the relationships between personality and job characteristics among frontline hotel employees, extending the study results to the context of East-Central Europe, where, to the best of the author’s knowledge, studies on simultaneous effects of individual and job-related factors on hotel employees’ work engagement and its behavioral consequences are still limited.
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Hernando, Luki. "SISTEM PENDUKUNG KEPUTUSAN UNTUK PENERIMAAN KARYAWAN BARU BERBASIS CLIENT SERVER." JURTEKSI (Jurnal Teknologi dan Sistem Informasi) 6, no. 3 (August 4, 2020): 239–46. http://dx.doi.org/10.33330/jurteksi.v6i3.671.
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Abstract: PT. Pia Garda Utama is one of the outsourcing service providers in the West Sumatra region. The company still uses Microsoft Excel to store data from fans, ranging from recruitment, initial selection to the appointment of prospective employees. During this time the process of hiring employees at PT. Pia Garda is still not effective or recommended, which still requires a long time in determining the final results in accordance with the criteria set by the company. The processes carried out by PT. Pia Garda Utama is very unfavorable for applicants or prospective employees, this may not be the pure results of the applicant's ability, more than the results of the thoughts and conclusions of the examiners. To overcome these problems, a Decision Support System was created which will assist in processing the exam data of the applicants so as to produce an effective and efficient decision that can assist the company in determining the criteria for prospective buyers needed by the company. Keywords: decision support system; client server; employee acceptance Abstrak: PT. Pia Garda Utama merupakan salah satu perusahaan penyedia jasa Outsourcing di wilayah Sumatera Barat. Perusahaan masih menggunakan microsoft excel untuk menyimpan data-data dari para pelamar, mulai dari Perekrutan, penyeleksian awal sampai pada tahap penentuan calon karyawan. Selama ini Proses penerimaan karyawan di PT. Pia Garda Utama masih belum efektif atau subjektif yang masih membutuhkan waktu yang cukup lama dalam menentukan hasil akhir penerimaan karyawan yang sesuai dengan kriteria yang ditetapkan perusahaan. Proses –proses yang dilaksanakan oleh PT. Pia Garda Utama sangat tidak menguntungkan bagi pelamar atau calon karyawan, hal ini dikarenakan hasil yang didapat bisa dikatakan bukan murni dari kemampuan pelamar tersebut, melainkan dari hasil pemikiran dan kesimpulan para penguji. Untuk mengatasi permasalahan tersebut maka dibuat suatu Sistem Penunjang Keputusan (SPK) yang akan membantu dalam mengolah data ujian dari pelamar sehingga menghasilkan sebuah keputusan yang efektif dan efisien yang dapat membantu perusahaan dalam menentukan kriteria calon karyawan yang dibutuhkan oleh perusahaan. Kata kunci: client server; penerimaan karyawan; sistem pendukung keputusan
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Ерыгина and A. Erygina. "RECRUITMENT MARKET T RENDS." Management of the Personnel and Intellectual Resources in Russia 2, no. 5 (October 10, 2013): 54–56. http://dx.doi.org/10.12737/1380.
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The paper covers the issues of the personnel selection. Recent labor
market and recruitment statistics are analyzed including data on hiring
and discharges of workers. The essence of personnel recruitment and
selection services and its impact on the economic stance of this country
are emphasized.
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Landay, Karen, and Sarah DeArmond. "Recruitment Process Outsourcing and Recruiter and Hiring Firm Characteristics." Journal of Personnel Psychology 17, no. 4 (October 2018): 183–92. http://dx.doi.org/10.1027/1866-5888/a000206.
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Abstract. Recruitment process outsourcing (RPO) is rapidly expanding across the globe. However, understanding of its effects on job applicants remains limited. Using signaling theory, we examined the effects of recruiter characteristics, hiring firm reputation, and RPO on organization attraction in two experimental studies. Results showed significant main effects of recruiter competence, recruiter personableness, and hiring firm reputation on organization attraction. We also found significant interactions between both recruiter characteristics and RPO. This indicates that, contrary to prior research, RPO is more accurately conceptualized as a boundary condition that indicates to applicants when recruiter characteristics are relevant signals.
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Morton, Melinda J., Mirar B. Bristol, Peter H. Atherton, C. William Schwab, and Seema S. Sonnad. "Improving the Recruitment and Hiring Process for Women Faculty." Journal of the American College of Surgeons 206, no. 6 (June 2008): 1210–18. http://dx.doi.org/10.1016/j.jamcollsurg.2007.12.051.
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Tessema, Mussie T., Kiflemariam Abraham, Jing Han, Madison Bowe, and Tayler Bug. "Technology-Based Recruitment and Selection Approaches of an American Multinational Company (AMNC): Practical Implications." International Journal of Human Resource Studies 10, no. 3 (July 27, 2020): 117. http://dx.doi.org/10.5296/ijhrs.v10i3.17082.
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This study identifies and discusses six technologies that affect recruitment and selection approaches using an American multinational company (AMNC) as a case study. It indicates that technology-based recruitment and selection approaches have had a noticeable impact on the AMNC’s recruitment and selection processes and practices in general, and the three stakeholders (human resource- HR- managers, hiring managers, and job-applicants) in particular. It concludes that the use of technology-based recruitment and selection approaches is not the matter of choice but is a requirement for the success of any company. It also offers the study’s implications and future research directions.
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Agard, Christine. "Recruitment Strategies, Matrices, and Techniques Used in Hiring Veterans." International Journal of Human Resource Studies 7, no. 2 (April 12, 2017): 78. http://dx.doi.org/10.5296/ijhrs.v7i2.10960.
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Successful transition to civilian employment is a challenge for veterans. The purpose of this single case study was to explore critical aspects of hiring managers’ decision-making process and to understand how these strategies and techniques affect the hiring of veterans. Tajfel and Turner’s social identity theory and Lewin’s organizational change model formed the conceptual framework for the study. The participants for this study were 8 hiring managers from a midsized company in the Upper Hudson Valley Region, New York. Data were collected using semistructured interviews. The data were analyzed and coded and 4 themes emerged: strategies used to fill open positions, specific recruitment and interview protocols, veterans’ skills from military training, and lack of experience with hiring veterans. The study results may contribute to veteran’s awareness of the skills that employers are seeking that veterans may be able to fulfill. The results of the study could create an opportunity for hiring managers to recognize that veterans represent a trained, ready-made talent pool. The social impact of the study could help hiring managers identify and design the required job description criteria to include the transferable skills of veterans.
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C. Sarne, Jayhan. "Recruitment and Hiring Process Configuration Plan for Kalinga State University." International Journal of English Literature and Social Sciences 5, no. 6 (2020): 2454–68. http://dx.doi.org/10.22161/ijels.56.84.
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McKnight, Mark A., Sherrie Plouchard, and Nancy Bizal. "Organizational Hiring Preferences: Comparison of Traditional and Non-traditional Hiring and Recruitment Practices." International Journal of Human Resource Studies 5, no. 2 (May 2, 2015): 52. http://dx.doi.org/10.5296/ijhrs.v5i2.7529.
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Social media is working its way into the modern organization in a more productive manner, and at an aggressive pace, as organizations are beginning to learn how to best implement and use social media practices. The present research investigates the role of social media and other technology related to the staffing function in organizations. Specifically, the data reveals tendencies related to how the employment process is anticipated to change in the near future. Namely, the data suggests that employers will significantly change their usage of video resumes, cover letters, and social and professional networking sites related to the recruitment of new employees in the near future.
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Rommel Pilapil Sergio, Rhose Edullan,. "The Perspectives on Emotional Intelligence and its Integration in the Hiring Process as Perceived by HR Practitioners." Psychology and Education Journal 58, no. 1 (January 1, 2021): 2356–65. http://dx.doi.org/10.17762/pae.v58i1.1111.
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The study aims to study the perspective of hiring managers and human resource practitioners on emotional intelligence (EI) to evaluate the effectiveness of EI in recruitment assessments and to explore the integration of EI in accelerating recruitment. Qualitative, descriptive, survey, and interview research methods were utilized to examine the assumptions. Purposive sampling technique was used (n=226) to obtain respondents during the COVID-19 pandemic. The research used a thematic analysis to ascertain the responses of the participants. Their EI perspectives were harmonized through the components of EI, and their response to the importance of EI was analyzed through the effectiveness of EI in the work settings and the EI application on hiring. The research has proven the following assumptions: EI is important in work settings, high EI employees are good leaders and better performers compared to high IQ employees, and high EI workers stay with the company for a longer period. Hiring managers and HR practitioners have recommended the integration of EI in the recruitment and practices in United Arab Emirates (UAE) business settings through specific technology-based interventions.