Relevant bibliographies by topics / Recruitment and selection practices

Contents

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

Academic literature on the topic 'Recruitment and selection practices'

Author: Grafiati
Published: 4 June 2021
Last updated: 13 June 2025

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Journal articles on the topic "Recruitment and selection practices"

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Rotimi, Adeyoriju, and Fajebe Folorunso. "Human Resources Recruitment and Selection Practices in Nigerian Organisations." INTERDISCIPLINARY JOURNAL OF EDUCATION (IJE) 1, no. 2 (2018): 230–38. http://dx.doi.org/10.53449/ije.v1i2.54.

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This study examined human resources recruitment and selection practices in Nigerian organizations. To achieve this, literature were reviewed on recruitment and selection practices, current trends on recruitment and selection in Nigeria workplace, challenges and consequences of poor recruitment and selection practices, along with strategies for managing recruitment and selection in the Nigerian workplace. This study utilized Resource Based View and Equity Theory in order to build a solid argument for the discourse. Hence, this study concluded that recruiting right calibre of employee in the right position is sine qua non to organizational success. It is recommended that organizations in Nigeria should constantly ensure proper validity of recruitment and selection criteria in-line with global best practices so as to have a round peg in a round hole.
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G., Kanagavalli, Dr Seethalakshmi R., and Dr Sowdamini T. "A SYSTEMATIC REVIEW OF LITERATURE ON RECRUITMENT AND SELECTION PROCESS." Humanities & Social Sciences Reviews 7, no. 2 (2019): 01–09. http://dx.doi.org/10.18510/hssr.2019.721.

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Purpose of the study: The main purpose of this study is to provide a new, macro-level model of strategic staffing to bridge the gap in the knowledge regarding how practices within recruitment and selection systems can work to provide a competitive advantage among various sectors. This study identifies the various methods of recruitment and selection process through a systematic review of literature, which would be the right fit for attracting and selecting employees in an organization. Design/methodology/approach: Content analysis method is adopted to review the literature and subcategories were formed to analyze the research. Literature was collected from 40 articles of a reputed journal from 2010 to 2018. Main findings: The review of literature revealed that the recruitment and selection process is carried out in organizations by adopting latest technologies like online portals, outsourcing, job fair, campus interviews, and mobile recruitment applications. The representation of this practice is to find the best candidate for an organization. Besides adopting the latest technology, consideration of the expatriate factor would lead to an effective way of recruitment practices in finding out the right candidate for the right job and thus create a healthier work environment. The expatriate factors have not been considered well in the Indian context, but have been given importance in the global context in the process of recruitment and selection. Social Implications: Highlighting the significance of various recruitment practices results in the selection of the right person in the right job, which enhances a healthier working environment in organizations, in turn rendering high quality products and services to the society. Originality of the study: Prior research has studied various factors that influence internal recruitment, external recruitment, and selection process. This study is an attempt to analyze the expatriate factors and other factors through the content analysis method.
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PRAKASH, Y. "E-RECRUITMENT AND SELECTION PRACTICES IN DIGITAL AGE." i-manager’s Journal on Management 13, no. 3 (2019): 30. http://dx.doi.org/10.26634/jmgt.13.3.15474.

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Wanous, John P. "A Challenge to Personnel Recruitment and Selection Practices." Contemporary Psychology: A Journal of Reviews 31, no. 2 (1986): 109–10. http://dx.doi.org/10.1037/024496.

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Raziq, Abdul, and Aftab Shaikh. "Exploring recruitment & selection practices in Pakistani SMEs." International Journal of Basic and Applied Sciences 4, no. 1 (2015): 102. http://dx.doi.org/10.14419/ijbas.v4i1.4087.

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Stewart, Jim, and Vanessa Knowles. "Graduate recruitment and selection practices in small businesses." Career Development International 5, no. 1 (2000): 21–38. http://dx.doi.org/10.1108/13620430010309332.

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Wolters, Roger S., and Rebecca C. Burleson. "Merit Shop Recruitment and Selection Practices in Alabama." Journal of Construction Engineering and Management 122, no. 2 (1996): 152–57. http://dx.doi.org/10.1061/(asce)0733-9364(1996)122:2(152).

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Дмитриева and Yuliya Dmitriyeva. "Recruitment of Graduates Specifics." Management of the Personnel and Intellectual Resources in Russia 3, no. 1 (2014): 49–53. http://dx.doi.org/10.12737/2630.

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The article discusses features of the recruitment of one of the most interesting and at the same time «riskogennoy» category of workers for employers — graduates. The practice of evaluation and selection of graduates large and medium-sized companies with Russian and Western capital. Clarifies the reasons behind the introduction of a special approach to the evaluation and selection of graduates. Ranks the companies that would suit most rigorous competitive selection among the graduates as Russian companies , so Western . Details disclosed are methods of work with university graduates , given their comparative evaluation. The article presents the current data HR- practices of the most popular methods and criteria for evaluation of graduates Russian employers .An algorithm for the evaluation and selection of graduates. Particular attention is paid to the best method of attracting graduates - Graduate Recruitment Program, the peculiarities of its application in practice of Russian companies. Inconclusion, high lighted new trends in recruitment graduates.
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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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van den Brink, Marieke, Yvonne Benschop, and Willy Jansen. "Transparency in Academic Recruitment: A Problematic Tool for Gender Equality?" Organization Studies 31, no. 11 (2010): 1459–83. http://dx.doi.org/10.1177/0170840610380812.

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Gender research has made a call for more transparency and accountability in academic recruitment and selection in order to overcome the inequality practices that have led to an underrepresentation of women among full professors. This paper provides insight into the multiple ways in which the notions of transparency and accountability are put into practice in academic recruitment and selection, and how this has enhanced — or hindered — gender equality. The methods employed consist of a qualitative content analysis of seven recruitment and selection protocols, interviews with 64 committee members, and an analysis of 971 appointment reports of full professors in the Netherlands. Our analysis contributes to the study of organizations in three respects. First, it shows that recruitment and selection processes are characterized by bounded transparency and limited accountability at best. Second, it explains that the protocols that should ensure transparency and accountability remain paper tigresses, because of the micropolitics and gender practices that are part and parcel of recruitment and selection. Third, it contributes to gender equality theory in organization theory by showing how a myriad of gender practices simultaneously increases and counteracts gender equality measures in academia.
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Dissertations / Theses on the topic "Recruitment and selection practices"

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Gill, David S. "Employee selection and work engagement : do recruitment and selection practices influence work engagement?" Diss., Manhattan, Kan. : Kansas State University, 2007. http://hdl.handle.net/2097/423.

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Snyders, Curtis. "Evaluating recruitment practices at the auditor general of South Africa." Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/d1021189.

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This research study evaluated recruitment practices at the Auditor-General of South Africa (AGSA). The AGSA recruit highly skilled talented individuals in a country with a problem with a shortage of skills. Recruitment at the organisation is therefore an important function and key to the success of the AGSA. There is no clear indication that the AGSA, when filling vacancies, should recruit from its internal resources or recruit externally. This research looked to establish an ideal ratio between the recruitment from internal and external employees. To achieve the objectives, a literature review was conducted to determine the various combinations of recruitment. The literature was divided into talent management, internal and external recruitment, as well as succession management. The research took the form of a case study, looking at recruitment practices within the AGSA. A questionnaire was developed to gather information from employees in the AGSA, around their assessment of recruitment and their opinion on internal and external recruitment. The questionnaire was distributed online and various levels of employees within the organisation participated in responding to the questionnaire. The most recent recruitment reports were presented and analysed. Information was gathered from literature on recruitment and the AGSA employee’s by means of an online questionnaire. Recommendations were made to the AGSA taking into consideration the current practices within the organisation and the research undertaken for this dissertation.
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Altuntop, Serkan. "The Determinants of the Recruitment Practices of Police Departments: A Nation Level Analysis of Adopting A Certain Recruitment Model." [Kent, Ohio] : Kent State University, 2008. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=kent1228144350.

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Thesis (Ph.D.)--Kent State University, 2008.
Title from PDF t.p. (viewed Jan. 5, 2010). Advisor: David Kessler. Keywords: police; police selection; law enforcement recruitment; selection methods. Includes bibliographical references (p. 133-150).
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Nuckolls, Ida Jeanette Thomas Clayton F. "Practices used in Illinois school districts for recruitment, selection, and assignment of instructional personnel." Normal, Ill. Illinois State University, 1993. http://wwwlib.umi.com/cr/ilstu/fullcit?p9323739.

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Thesis (Ed. D.)--Illinois State University, 1993.
Title from title page screen, viewed February 15, 2006. Dissertation Committee: Clayton F. Thomas (chair), Ronald L. Laymon, Patricia A. O'Connell, Jeffrey B. Hecht, Leslie L. O'Melia. Includes bibliographical references (leaves 122-132) and abstract. Also available in print.
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Lin, Yu-Hsin. "Principal hiring practices: stories the principals tell." Diss., University of Iowa, 2013. https://ir.uiowa.edu/etd/4677.

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In an era in which school principals' jobs are much more complex and demanding than they were a few decades ago, the increasing challenges of the position have affected principal recruitment and selection efforts by school districts nationwide. Moreover, the rapidly increasing rate of principal retirements has exacerbated the problem of a shortage of qualified candidates for principal positions. As a result, it is important to explore current principals' perspectives on how best to attract and retain qualified prospective applicants during the hiring process. In this case study, 16 principals and associate principals from both public and independent schools in three states described their experiences, their reasons for applying for a principalship, their perspectives on the application process. They also gave advice and recommendations for both administrators of hiring processes and for future applicants. One-on-one qualitative interviews with a pre-established interview protocol were conducted as the sole data collection method. Three primary research questions were investigated: How do school principals perceive the existing principal recruitment processes? How do school principals perceive the processes used by the school districts to select them? To what extent do job descriptions, as currently written, systematically cover the realities of the duties of incumbent principals? From analysis of the interviews, the researcher chose to focus on four main topics that emerged from principals' perspectives on the hiring process: (a) the decision to pursue a principalship and searching for openings, (b) going through the process, (c) personal reactions to the process, and (d) recommendations. These topics were compared and contrasted with relevant research reported in the literature to generate the following four major results of the present study. First, standardized and structured interviews not only helped decision making but also won applicants' trust. Second, hiring processes were generally similar to what previous research suggested. Third, deficiencies in hiring processes that were first identified a number of years ago continue to persist. Finally, whether applicant pools are shrinking appeared to be an open question. These findings contribute to the very limited research that has thus far examined principal hiring practices from the perspectives of school principals, and have allowed suggestions to be made for possible areas of improvement in principal hiring processes.
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Mettler, Heinrich. "An evaluation of the recruitment and selection policy and practice in the Department of Water Affairs and Forestry." Thesis, Port Elizabeth Technikon, 2004. http://hdl.handle.net/10948/232.

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The objective of this study was to evaluate the current recruitment and selection policy of the Department of Water Affairs and Forestry (DWAF) and to determine whether the recruitment and selection practices comply therewith. To establish whether the policy enhances DWAF’s objective to improve its service delivery, a content analysis of the recruitment and selection policy was executed. To determine whether the recruitment and selection practices comply with the written and accepted policy a questionnaire was designed based on the provisions of the policy and best practices. The questionnaire was personally delivered to 50 potential respondents, of which 35 completed it. The completed questionnaires were processed and analysed using Microsoft Excel 2000. The policy was found to be well researched, comprehensive and efficient to DWAF’s missions and objectives. It however showed signs that indicate the danger of being applied inconsistently. Clarity in terms of procedural sequence and conditions for use eluded some policy provisions, making it acceptable to assume and base decisions on the users discretion. Trained human resource managers guide recruitment and selection practices. The study concluded that the policy was being implemented: the recruitment and selection practices within DWAF complied with its accepted policy. There are standardisation on advertising as recruitment method, and interviewing as selection method. The recruitment and selection activities that are not mentioned within the recruitment and selection policy are done at the line manager and human resource manager’s discretion - this is found to be inconsistent and potentially dangerous to the process. DWAF employs recruitment and selection as tool to enhance performance management and effective service delivery. Recommendations are made to assist DWAF in its quest to achieve maximum return on investment from its human capital.
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Costa, Luís Gonçalo Medronho. "Gestão de recursos humanos numa unidade hoteleira - o caso da Quinta do Lago." Master's thesis, Universidade de Évora, 2021. http://hdl.handle.net/10174/29782.

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O presente relatório surge como resultado do estágio realizado no Departamento de Recursos Humanos de uma empresa ligada ao setor do turismo e visa descrever e analisar detalhadamente todas as atividades desenvolvidas. O estágio ocorreu num ambiente multidisciplinar, o que permitiu o contacto com diversos procedimentos e metodologias. Neste sentido, numa primeira fase e com o intuito de contextualizar o ambiente de estágio, é elaborada uma caracterização da entidade acolhedora e uma descrição pormenorizada sobre todas as atividades desenvolvidas, nomeadamente: Recrutamento e Seleção, Formação e Desenvolvimento e Práticas Administrativas. Posteriormente é realizado um enquadramento teórico relativo às práticas da gestão de recursos humanos. O relatório encerra com uma análise crítica à luz do enquadramento teórico e uma secção conclusiva. Em suma, importa referir que o Departamento de Recursos Humanos na entidade acolhedora possui um papel fundamental para a preservação da prosperidade da empresa e dos seus colaboradores; Abstract: The management of human resources in a hotel unit- the case of Quinta do Lago The present report emerges from an internship accomplished with the Department for Human Resources of a tourism sector company and envisions to describe and analyse all activities developed in detail. The internship occurred in a multidisciplinary environment, allowing contact with different procedures and methodologies. For this, in a first stage, with the intention of creating a context for the internship environment, the welcoming entity is characterized and all its activities are thoroughly described, namely: Recruitment & Selection, Training & Development and Administrative Practices. Subsequently a theorical frame is set for practices in human resources management. The report will end with a critical analysis – considering the theorical frame previously constructed – and a conclusive section. To summarize, it’s important to relate that the human resources department at the welcoming entity plays a fundamental role in its company’s prosperity and that of its associates.
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Wilken, Jakobus Johannes. "IT recruitment : an investigation to identify a practical process and approach to evaluating software developer candidates." Thesis, Stellenbosch : Stellenbosch University, 2008. http://hdl.handle.net/10019.1/18147.

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Thesis (MBA)--Stellenbosch University, 2008.
ENGLISH ABSTRACT: The purpose of the study was to identify an effective and appropriate framework or process for evaluation of software developers. Critical review of existing literature on the subject revealed that there are various factors that influence the evaluation of software developers for employment including the impact of the skills shortage; changes in the way software developers evaluate employers; and a fresh look at expanding the resource pool where software developers can be found. In addition to the literature review opinions of 11 purposively selected participants in the Westem Cape, which deal with this issue on a daily basis were obtained. For the research an interpretivist philosophy shaped the approach to a research strategy of grounded theory and data collection that was based on semi-structured interviews without pre-conceived theories, which gave the research its inductive and qualitative character. The research results presented findings that covered the following applicable areas: recruitment policies; minimum criteria that software developer candidates must meet; skill levels; desired characteristics; market related critical success factors; resource channels; evaluation processes and techniques in practise. In keeping with the approach to grounded theory research three major categories were identified namely: finding suitable software developers; the profile of a suitable software developer; and lastly, the approach to evaluate candidates. Analysis of the relationship between these categories and associated sub-categories led to the following conclusions: • in order to effectively assess a software developer's technical skill, it is necessary to administer a practical test or assignment; • formal and recognised tests of behavioural characteristics are not essential to form an accurate assessment of a candidate's character, but is advisable; • recruitment agencies may well be most effective as a source of candidates but cannot be regarded as the most effective channel to find suitable candidates. Herein lies a comparison of quantity versus quality.
AFRIKAANSE OPSOMMING: Die doel van die studie was om 'n effektiewe en gepaste raamwerk of proses te identifiseer vir die evaluasie van sagteware programmeerders. 'n Kritiese oorsig van bestaande literatuur op die onderwerp het laat blyk dat verskeie faktore 'n invloed het op die evaluasie van programmeerders met die oog op indiensstelling. Hierdie faktare sluit in die impak van die huidige vaardigheids tekort; verandering in die wyse waarop programmeerders potentiële werkgewers evalueer; en vernuwe denke met betrekking tot bronne waar sagteware programmeerders gevind kan word. Tot aanvulling van die literatuur is opinies op die onderwerp van 11 doel-geselekteerde verteenwoordigers van organisasies in die Wes-Kaap ingewin. 'n Navorsing strategie van 'gegronde teorie' and data insameling by wyse van semi-gestruktureerde onderhoude is gevolg. Versigtigheid om nie vooropgestelde idees en teorieë te laat geld nie het aan die navorsing 'n induktiewe en kwalitatiewe karakter gegee. Die bevindinge het die volgende toepaslike areas gedek: werwings beleid ; minimum kriteria waaraan programmerings-kandidate moet voldoen; vaardigheidsvlakke; verlangde karakter eienskappe; mark-verwante kritiese sukses faktore; werwings bronne; evaluasie prosesse en tegnieke. Onder leiding van die benadering tot gegronde teorie is die volgende drie hoof kategorieë geïdentifiseer: die vind van gepaste programmeerders; die protfel van 'n gepaste programmeerder en laastens, die benadering tot evaluasie van kandidate. Analise van die verwantskappe tussen hierdie, sowel as sub-kategorieë het tot die volgende slotsom gelei: • die afneming van 'n praktiese toets of taak is noodsaaklik vir effektiewe evaluasie van 'n programmeerder se tegniese vaardigheid; • formele en erkende toetse van gedrags eienskappe is nie noodsaaklik nie, maar wel aanbevole, om 'n akkurate beeld van 'n kandidaat se karakter te vorm; • werwings-agentskappe mag 'n effektiewe bron van kandidate wees, maar kan nie beskou word as die mees effektiewe bron van gepaste kandidate nie. 'n Vergelyking tussen kwaliteit en kwantiteit is hier ter sprake.
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Boaventura, Domingas da Conceição Agostinho Diogo Fortunato. "Práticas de recrutamento e seleção em empresas multinacionais." Master's thesis, Instituto Politécnico de Setúbal. Escola Superior de Ciências Empresariais, 2018. http://hdl.handle.net/10400.26/25211.

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Relatório de Dissertação de investigação do Mestrado em Gestão Estratégica de Recursos Humanos
Este estudo incide sobre as práticas de recrutamento e seleção em empresas multinacionais. A pergunta de partida é: “quais são as práticas de recrutamento e seleção em empresas multinacionais”? O objetivo geral é aprofundar conhecimento sobre as práticas de Recrutamento e Seleção e os específicos são: caraterizar o processo de Recrutamento e Seleção, compreender quais são as práticas de Recrutamento e Seleção utilizadas nestas empresas Multinacionais; identificar quais são as fontes e técnicas de Recrutamento utilizadas para divulgar as suas vagas; identificar os tipos de recrutamento, por que optam e como é desenvolvido o processo; identificar todo o processo inerente á seleção. Esta análise vai ajudar muitas empresas a aperfeiçoar cada vez mais as suas práticas de recrutamento e seleção para melhorar o modo e o estilo de vida, tanto da organização como dos seus trabalhadores. A metodologia é qualitativa e recorre a inquéritos por entrevista que foram aplicados em três empresas multinacionais aos gestores de recursos humanos, no âmbito do estudo multi-caso realizado. Os resultados permitiram conhecer as diferentes práticas de recrutamento e seleção das empresas analisadas.
This study focuses on recruitment and selection practices in multinational companies. The starting question is: "what are the recruitment and selection practices in multinational companies"? The general objective is to deepen knowledge about the Recruitment and Selection practices and the specific ones are: to characterize the Recruitment and Selection process, to understand the Recruitment and Selection practices used in these multinational companies; identify the sources and techniques of Recruitment used to publicize their vacancies; identify the types of recruitment, why they choose and how the process is developed; identify the entire process inherent in selection. This analysis will help many companies to increasingly refine their recruitment and selection practices to improve the way and lifestyle of both the organization and its employees. The methodology is qualitative and uses interview surveys that were applied in three multinational companies to human resource managers, within the framework of the multi-case study carried out. The results allowed to know the different practices of recruitment and selection of the companies analyzed.
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Špatenková, Jana. "Assessment centre and its use in the corporate practice." Master's thesis, Vysoká škola ekonomická v Praze, 2010. http://www.nusl.cz/ntk/nusl-75270.

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The goal of this master thesis is to summarise the theoretical knowledge and subsequently analyse the so-called Assessment Centre, a modern methodology used for recruitment of employees out of a larger pool of applicants. A unified approach to the recruitment process has been developed based on the results of this analysis The analysis includes a detailed insight into the preparation and the course of the Assessment Centre, a competency assessment of the committee members, assessment of the job description, job requirements and selection criteria and an analysis of satisfaction of the applicants themselves. The analysis was conducted on two workplaces of the Insurance Company "XY", with each of them having a different approach towards the assessment centre. Free as well as partially standardised observations were used as a methodological background for the assessment centre analysis. The assessment of satisfaction of the AC participants was conducted with the help of questionnaires.
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Books on the topic "Recruitment and selection practices"

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Green, Lori. Best practices in recruitment and retention. Bureau of Business Practice, 1998.

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Obiago, Daniel. Recruitment & selection: A good practice guide. Local Government Management Board, 1992.

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Practices, LLC Best. Driving growth through recruiting excellence: Best practices in recruitment and selection. Best Practices, 2001.

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Collinson, David. Barriers to fair selection: A multi-sector study of recruitment practices. H.M.S.O., 1988.

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Collinson, David L. Barriers to fair selection: A multi-sector study of recruitment practices. HMSO, 1988.

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Maloney, Thomas R. A survey of recruitment & selection practices in florist crop production firms. Dept. of Agricultural Economics, Cornell University Agricultural Experiment Station, College of Agriculture and Life Sciences, Cornell University, 1993.

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Thomas, Christine. School recruitment and selection manual: A practical guide to effective staff recruitment. Financial Times Prentice Hall, 1999.

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

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British Medical Association. Career Progress of Doctors Committee. Guidelines for good practice in the recruitment & selection of doctors. BMA, 1994.

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A, Pulliam Kimberly, ed. Physician recruitment & retention: Practical techniques for exceptional results. American Hospital Pub., 1991.

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Book chapters on the topic "Recruitment and selection practices"

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Kang, Haiying, and Jie Shen. "International Recruitment and Selection Policies and Practices." In International Human Resource Management in South Korean Multinational Enterprises. Springer Singapore, 2017. http://dx.doi.org/10.1007/978-981-10-3093-2_3.

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Gunderman, Richard B., Lois A. Shuman, and Louis Moore. "Resident Recruitment and Selection." In The Practice of Radiology Education. Springer Berlin Heidelberg, 2010. http://dx.doi.org/10.1007/978-3-642-03234-9_17.

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Sneddon, Wendy. "Step 4: how to define what and who you need?" In Ten steps to building a successful veterinary practice. CABI, 2021. http://dx.doi.org/10.1079/9781786394910.0004.

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Abstract This chapter discusses various aspects of recruitment and selection in veterinary practices, including the purpose of a recruitment and selection policy, best practices in the recruitment process, and the importance of relevant and up-to-date job descriptions.
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Lievens, Filip, and Jan Corstjens. "New Approaches to Selection System Design in Healthcare: The Practical and Theoretical Relevance of a Modular Approach." In Selection and Recruitment in the Healthcare Professions. Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-94971-0_7.

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Sneddon, Wendy. "Step 5: recruitment and induction." In Ten steps to building a successful veterinary practice. CABI, 2021. http://dx.doi.org/10.1079/9781786394910.0005.

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Abstract In the context of veterinary practice, this chapter offers guidelines for recruitment, from the drafting of the job advertisement to the screening, interview and selection process, and finally the making of a job offer.
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Adjei-Bamfo, Peter, Emmanuel Yeboah-Assiamah, and Justice Nyigmah Bawole. "Recruitment and Selection into Ghana’s Local Governments - Theory and Practice." In Global Encyclopedia of Public Administration, Public Policy, and Governance. Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-31816-5_3498-1.

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Abugre, James Baba, and Rhoda Boachie-Ansah. "Digitizing Recruitment and Selection of Employees in Ghana: A Social Media Network Perspective." In Advances in Theory and Practice of Emerging Markets. Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-70538-1_4.

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Liu, Jingyi, and Yujie Cai. "What Caused the Shortage of Labour: Examining the Recruitment and Selection in the Internet Financial Industry in China." In Advances in Theory and Practice of Emerging Markets. Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-75013-2_26.

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Kim, Pan Suk. "Government Employment Practices in East Asia: A Case Study of Merit-Based Recruitment and Selection of Civil Servants in Japan and South Korea." In The Palgrave Handbook of the Public Servant. Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-03008-7_73-1.

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Kim, Pan Suk. "Government Employment Practices in East Asia: A Case Study of Merit-Based Recruitment and Selection of Civil Servants in Japan and South Korea." In The Palgrave Handbook of the Public Servant. Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-29980-4_73.

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Conference papers on the topic "Recruitment and selection practices"

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Alamro, Saleh, Huseyin Dogan, Raian Ali, and Keith Phalp. "Template-Driven Documentation for Enterprise Recruitment Best Practices." In 21st International Conference on Enterprise Information Systems. SCITEPRESS - Science and Technology Publications, 2019. http://dx.doi.org/10.5220/0007766602380248.

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Kosucu, Bilgin, Ozlem Durmaz Incel, and Cem Ersoy. "Recruitment selection strategies for crowdsourced sensing." In 2012 20th Signal Processing and Communications Applications Conference (SIU). IEEE, 2012. http://dx.doi.org/10.1109/siu.2012.6204824.

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"e-Recruitment: New Practices, New Issues An Exploratory Study." In International Workshop on Human Resource Information Systems. SciTePress - Science and and Technology Publications, 2009. http://dx.doi.org/10.5220/0002174100390048.

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Ahmed, Salum Mohammed, Salim M. Hamza, and Bing Wang. "Analysis of Recruitment Practices in Tanzania: A case of ministry responsible for recruitment in Zanzibar public sector." In Proceedings of the Annual International Conference of Business and Public Administration (AICoBPA 2018). Atlantis Press, 2019. http://dx.doi.org/10.2991/aicobpa-18.2019.45.

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Siraj, Fadzilah, Norhashimah Mustafa, Megat Firdaus Haris, Shahrin Rizlan Mohd Yusof, Muhammad Ashraq Salahuddin, and Md Rajib Hasan. "Pre-selection of Recruitment Candidates Using Case Based Reasoning." In 2011 Third International Conference on Computational Intelligence, Modelling and Simulation (CIMSiM). IEEE, 2011. http://dx.doi.org/10.1109/cimsim.2011.24.

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Ibrahim, Mohamad Andri, Nanik Eprianti, and Akhmad Yusup. "Selection of Priority Needs for Employee Recruitment in Islamic Banking." In 2nd Social and Humaniora Research Symposium (SoRes 2019). Atlantis Press, 2020. http://dx.doi.org/10.2991/assehr.k.200225.076.

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Kuznetsova, Elena Vyacheslavovna. "EFFECTIVE METHODS OF RECRUITMENT." In Russian science: actual researches and developments. Samara State University of Economics, 2020. http://dx.doi.org/10.46554/russian.science-2020.03-1-207/211.

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A special role in the service team is attributed to the issue of subordination, and other relationships between the chief and subordinate, with these interpersonal relationships we encounter every day when we perform our work duties. In order for relations with the management to develop in the best possible way, you should carefully prepare for the first stage of acquaintance, at which the personnel review takes place. The most important issue for the Manager at this stage is the qualitative selection of personnel to ensure the cohesion and effectiveness of the team. The purpose of the work will be to review the selection methodology staff of the American businessman Harvey Mckay and analysis of the success of this approach at the present time.
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Chondrogiannis, Efthymios, Vassiliki Andronikou, Efstathios Karanastasis, and Theodora Varvarigou. "Dynamic Service Detection for Automated Patient Selection for Study Recruitment Purposes." In 2018 IEEE 34th International Conference on Data Engineering Workshops (ICDEW). IEEE, 2018. http://dx.doi.org/10.1109/icdew.2018.00019.

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Knight, David B., Brian J. Novoselich, and Lois C. Trautvetter. "Expanding women in undergraduate engineering: A mixed-methods analysis of recruitment cultures, practices, and policies." In 2014 IEEE Frontiers in Education Conference (FIE). IEEE, 2014. http://dx.doi.org/10.1109/fie.2014.7044067.

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Ying, Annie T. T., and Martin P. Robillard. "Selection and presentation practices for code example summarization." In the 22nd ACM SIGSOFT International Symposium. ACM Press, 2014. http://dx.doi.org/10.1145/2635868.2635877.

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Reports on the topic "Recruitment and selection practices"

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CORPS OF ENGINEERS WASHINGTON DC. Civilian Personnel: Corporate Recruitment and Selection. Defense Technical Information Center, 2001. http://dx.doi.org/10.21236/ada403962.

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Stoof, Cathelijne R., A. J. G. Tijhuis, Guillermo Rein, et al. PyroLife PhD recruitment rubric and best practices. Pyrolife, 2020. http://dx.doi.org/10.18174/524945.

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Bender, Stefan, Nicholas Bloom, David Card, John Van Reenen, and Stefanie Wolter. Management Practices, Workforce Selection and Productivity. National Bureau of Economic Research, 2016. http://dx.doi.org/10.3386/w22101.

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McPhedran, R., K. Patel, B. Toombs, et al. Food allergen communication in businesses feasibility trial. Food Standards Agency, 2021. http://dx.doi.org/10.46756/sci.fsa.tpf160.

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Background: Clear allergen communication in food business operators (FBOs) has been shown to have a positive impact on customers’ perceptions of businesses (Barnett et al., 2013). However, the precise size and nature of this effect is not known: there is a paucity of quantitative evidence in this area, particularly in the form of randomised controlled trials (RCTs). The Food Standards Agency (FSA), in collaboration with Kantar’s Behavioural Practice, conducted a feasibility trial to investigate whether a randomised cluster trial – involving the proactive communication of allergen information at the point of sale in FBOs – is feasible in the United Kingdom (UK). Objectives: The trial sought to establish: ease of recruitments of businesses into trials; customer response rates for in-store outcome surveys; fidelity of intervention delivery by FBO staff; sensitivity of outcome survey measures to change; and appropriateness of the chosen analytical approach. Method: Following a recruitment phase – in which one of fourteen multinational FBOs was successfully recruited – the execution of the feasibility trial involved a quasi-randomised matched-pairs clustered experiment. Each of the FBO’s ten participating branches underwent pair-wise matching, with similarity of branches judged according to four criteria: Food Hygiene Rating Scheme (FHRS) score, average weekly footfall, number of staff and customer satisfaction rating. The allocation ratio for this trial was 1:1: one branch in each pair was assigned to the treatment group by a representative from the FBO, while the other continued to operate in accordance with their standard operating procedure. As a business-based feasibility trial, customers at participating branches throughout the fieldwork period were automatically enrolled in the trial. The trial was single-blind: customers at treatment branches were not aware that they were receiving an intervention. All customers who visited participating branches throughout the fieldwork period were asked to complete a short in-store survey on a tablet affixed in branches. This survey contained four outcome measures which operationalised customers’: perceptions of food safety in the FBO; trust in the FBO; self-reported confidence to ask for allergen information in future visits; and overall satisfaction with their visit. Results: Fieldwork was conducted from the 3 – 20 March 2020, with cessation occurring prematurely due to the closure of outlets following the proliferation of COVID-19. n=177 participants took part in the trial across the ten branches; however, response rates (which ranged between 0.1 - 0.8%) were likely also adversely affected by COVID-19. Intervention fidelity was an issue in this study: while compliance with delivery of the intervention was relatively high in treatment branches (78.9%), erroneous delivery in control branches was also common (46.2%). Survey data were analysed using random-intercept multilevel linear regression models (due to the nesting of customers within branches). Despite the trial’s modest sample size, there was some evidence to suggest that the intervention had a positive effect for those suffering from allergies/intolerances for the ‘trust’ (β = 1.288, p<0.01) and ‘satisfaction’ (β = 0.945, p<0.01) outcome variables. Due to singularity within the fitted linear models, hierarchical Bayes models were used to corroborate the size of these interactions. Conclusions: The results of this trial suggest that a fully powered clustered RCT would likely be feasible in the UK. In this case, the primary challenge in the execution of the trial was the recruitment of FBOs: despite high levels of initial interest from four chains, only one took part. However, it is likely that the proliferation of COVID-19 adversely impacted chain participation – two other FBOs withdrew during branch eligibility assessment and selection, citing COVID-19 as a barrier. COVID-19 also likely lowered the on-site survey response rate: a significant negative Pearson correlation was observed between daily survey completions and COVID-19 cases in the UK, highlighting a likely relationship between the two. Limitations: The trial was quasi-random: selection of branches, pair matching and allocation to treatment/control groups were not systematically conducted. These processes were undertaken by a representative from the FBO’s Safety and Quality Assurance team (with oversight from Kantar representatives on pair matching), as a result of the chain’s internal operational restrictions.
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Luukkonen, Stampfer, and Strassnig. Evaluation practices in the selection of ground-breaking research proposals, Working Paper. European Research Council Expert Group for Programme Monitoring and Evaluation, 2015. http://dx.doi.org/10.22163/fteval.2018.292.

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Corson, Lynn. Assessment and Selection of Stormwater Best Management Practices for Highway Construction, Retrofitting, and Maintenance. Purdue University, 2006. http://dx.doi.org/10.5703/1288284313397.

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Leaver, Clare, Owen Ozier, Pieter Serneels, and Andrew Zeitlin. Recruitment, Effort, and Retention Effects of Performance Contracts for Civil Servants: Experimental Evidence from Rwandan Primary Schools. Research on Improving Systems of Education (RISE), 2020. http://dx.doi.org/10.35489/bsg-rise-wp_2020/048.

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This paper reports on a two-tiered experiment designed to separately identify the selection and effort margins of pay-for-performance (P4P). At the recruitment stage, teacher labor markets were randomly assigned to a pay-for-percentile or fixed-wage contract. Once recruits were placed, an unexpected, incentive-compatible, school-level re-randomization was performed, so that some teachers who applied for a fixed-wage contract ended up being paid by P4P, and vice versa. By the second year of the study, the within-year effort effect of P4P was 0.16 standard deviations of pupil learning, with the total effect rising to 0.20 standard deviations after allowing for selection.
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Culbert, W. H. Policies and practices pertaining to the selection, qualification requirements, and training programs for nuclear-reactor operating personnel at the Oak Ridge National Laboratory. Office of Scientific and Technical Information (OSTI), 1985. http://dx.doi.org/10.2172/5049027.

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Gold, Thomas. Pipeline and Retention of Teachers of Color: Systems and Structures Impeding Growth and Sustainability in the United States. Digital Promise, 2020. http://dx.doi.org/10.51388/20.500.12265/96.

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This literature review summarizes research on factors that contribute to the continuing decline in the teacher of color workforce and presents promising practices to improve teacher of color recruitment and retention.
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Villa Zárate, Javier, Daniel Vieitez Martínez, Carlos Mondragón, Miguel Á. Martínez, and Jaime Pérez. Selection Criteria for PPP Projects: Determinants of Value Generation in the Use of Public Resources (Value for Money). Inter-American Development Bank, 2021. http://dx.doi.org/10.18235/0003615.

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The Discussion Papers PPP Americas 2021 are a series of documents written to prepare for PPP Americas tenth edition. The event is the most important forum on Public-Private Partnerships (PPP) of Latin America and the Caribbean (LAC), organized every two years by the Inter-American Development Bank (IDB). Driven by PPP Americas 2021, we gathered eight thematic groups were, with specialists, professionals, consultants, and scholars engaged directly in the preparation, identification, structuration, and management of PPP infrastructure projects in countries of the region. IDB specialists coordinated the groups to review the main hot topics on PPP projects for social and economic infrastructure, aiming to exchange experiences, debate successful cases and lessons learned. The present Discussion Paper, “Selection Criteria for PPP Projects,” collects the main conclusions and recommendations discussed by the group and intends to consolidate a knowledge exchange environment in infrastructure and PPP inside the region, offering best practices on infrastructure projects selection and value generation in the use of public resources in Latin America and the Caribbean.
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