Relevant bibliographies by topics / Recruitment and Selections

Contents

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

Academic literature on the topic 'Recruitment and Selections'

Author: Grafiati
Published: 3 June 2025
Last updated: 1 August 2025

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Journal articles on the topic "Recruitment and Selections"

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Deogratias, Deonatus H., and Oscar W. Tefurukwa. "Public Service Recruitment and Selection in Tanzania." Journal of Policy and Leadership 10, no. 2 (2024): 101–26. https://doi.org/10.70563/jpl.v10i2.69.

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The advent of e-recruitment and selection in Tanzania aimed at significantly lessening or stopping inherent features such as low penetration of job accessibility, corruption, delayed recruitment and selections, nepotism and fraud. It required changes in the regulatory framework for improved recruitment and selection. Otherwise, efficient and effective conventional recruitment and selection would be inherent. Consequently, it could continue to jeopardise the effective identification of potential and talented workforce for socioeconomic development in Tanzania. Extant studies on this topic rarel
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Mustika, Mustika, and Ade Irma Suryani. "Analisis Rekrutment dan Seleksi Karyawan PT Asuransi Jiwa Syariah Bumiputera Cabang Jambi." Ekonomis: Journal of Economics and Business 6, no. 1 (2022): 276. http://dx.doi.org/10.33087/ekonomis.v6i1.489.

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PT. Asuransi Jiwa Syariah Bumiputera in conducting employee recruitment is fully carried out by the head office or regional office, while agent recruitment is carried out by branch offices using two internal methods and external methods. Second, the selection process carried out at PT. Asuransi Jiwa Syariah Bumiputera Jambi Branch is in line with recruitment, during the internal recruitment process the selection process is carried out internally and does not go through many series of selections, while during the external recruitment process the selection stages are carried out gradually starti
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Nabi, Ghulam, Song Wei, and Muhammad Shabbir. "Does Selection Mechanism for Temporary Employees in Public Sector Universities affect Right Selection?" International Journal of Service Science, Management, Engineering, and Technology 6, no. 3 (2015): 1–11. http://dx.doi.org/10.4018/ijssmet.2015070101.

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Recruitment and selection of temporary and permanent employees have always remained one of a top priority ongoing function in public sector universities across the globe. Although temporary employees recruitment and selection facilitates effective screening of potential employees on permanent basis but the question is how does this take place in the public sector universities when it comes to the selection of permanent faculty members, this is main theme of this study to analyze the approaches of temporary selection and its impact on effectiveness of permanent selection. The data collection wa
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Saini, Sheetal, and Suresh Kumar Bhaker. "How Green HRM Practices Effect Organizational Citizenship Behaviour in the Indian Service Sector: The Mediating Role of Job Satisfaction." South Asian Journal of Social Studies and Economics 22, no. 3 (2025): 126–41. https://doi.org/10.9734/sajsse/2025/v22i3976.

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The purpose of this study is to investigate the effect of Green human resource management practices on organizational citizenship behaviour in the Indian service sector through the mediating role of job satisfaction. Among these, Green recruitment & selection and Green Employee Empowerment are identified as key strategic drivers. This study finds the relationship between Green recruitment & selection, Green employee empowerment, Job satisfaction, and Organizational citizenship behaviour. The data was collected through a questionnaire survey from 300 full-time employees of the Indian se
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Wijayanti, Rosalina, and Misbahuddin Azzuhri. "PENGARUH GREEN HUMAN RESOURCE MANAGEMENT DAN GREEN TRANSFORMATIONAL LEADERSHIP TERHADAP EMPLOYEE GREEN BEHAVIOR." Jurnal Kewirausahaan dan Inovasi 3, no. 2 (2024): 353–65. http://dx.doi.org/10.21776/jki.2024.03.2.02.

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The objective of this research is to assess and explain the effects of (1) Green Recruitment and Selections on Employee Green Behavior, (2) Green Training and Development on Employee Green Behavior, (3) Employee Green Involvement on Employee Green Behavior, and (4) Green Transformational Leadership on Employee Green Behavior in the context of Grand Ranggonang Sekayu hotel. Using saturated sampling, 51 employees of the hotel were selected as the respondents of this quantitative explanatory study. The results of the multiple linear regression suggest that (1) Green Recruitment and Selections pos
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Odeku, Kola. "The role of interviewers in job effective recruitment and selection processes." Journal of Governance and Regulation 4, no. 1 (2015): 224–29. http://dx.doi.org/10.22495/jgr_v4_i1_c2_p5.

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Interview processes are dynamic and sometimes very sensitive and as such, they need to be managed effectively and efficiently by evaluating applicants equally without showing favour or prejudice prior, during and until all processes have been completed. A lot of interview processes for purposes of appointment selections have been tainted with unethical practices where the panellists, who took part in the processes, displayed various forms of partisanship, prejudices and so on. Sometimes, a selector may have premeditated negative mind set towards an applicant which may be evidenced during the i
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Suryani, Suryani. "Media Sosialisasi Penerimaan Dalam Meningkatkan Recruitment Calon Mahasiswa Baru." BERDAYA: Jurnal Pendidikan dan Pengabdian Kepada Masyarakat 3, no. 2 (2021): 53–58. http://dx.doi.org/10.36407/berdaya.v3i2.150.

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The higher education admission selections are intended to obtain excellent prospective students. The opportunities are given to all students who graduated from senior high, vocational and Islamic senior high, and Islamic boarding schools (Dayah) throughout Lhokseumawe. These activities involved some lecturers and academicians from The State Islamic Institute (IAIN) Lhokseumawe located in Alu Awee, Muara Dua District, Lhokseumawe City. The methods used in the SPMB socialization process were discussion and feedback to create two-way interactions. This socialization was intended that the senior h
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Vela-Plo, Laura, Marta De Pedis, and Marina Ortega-Andrés. "Is There a Woman in Los Candidatos? Gender Perception with Masculine “Generics” and Gender-Fair Language Strategies in Spanish." Languages 10, no. 7 (2025): 175. https://doi.org/10.3390/languages10070175.

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This study examines how several gender-encoding strategies in Spanish and social factors influence gender perception, reinforcing or mitigating a sexist male bias. Using an experimental design, we tested four linguistic conditions in a job recruitment context: masculine forms (theoretically generic), gender-splits, epicenes, and non-binary neomorpheme “-e”. After reading a profile in one of these conditions, 837 participants (52% women) selected an image of a woman or man. Results show that masculine forms lead to the lowest selection of female candidates, manifesting a male bias. In contrast,
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Berman, Rebecca, Kim Weber Yorga, and Jeanelle Sheeder. "Intention to Participate in Group Prenatal Care: Moving Beyond Yes or No." Health Promotion Practice 21, no. 1 (2018): 123–32. http://dx.doi.org/10.1177/1524839918784943.

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Group prenatal care (GPNC) is an alternative model to traditional individual care and may improve public health outcomes. Prior studies suggest that interest in GPNC varies widely and few studies have examined characteristics predictive of interest in this model. The purpose of this study was to inform GPNC recruitment efforts by examining likelihood of participation delineated by characteristics and GPNC perceptions. Pregnant participants received information about GPNC then completed a survey measuring demographic, psychosocial, and reproductive characteristics, likelihood to participate in
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Tiga Anugerah Ramadhani and Syaiful Ade Septemuryantoro. "Strategy of the Human Resources Department in Recruiting Quality Employees at Quest Prime Pemuda Hotel in Semarang." International Conference on Education, Social Sciences and Technology (ICESST) 2, no. 2 (2023): 23–32. http://dx.doi.org/10.55606/icesst.v2i2.281.

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The Human Resources Department has the responsibility to oversee and manage human resources and everything related to the strategy of recruiting quality employees and the period of time when the Human Resources Department is looking for new candidate replacements. The importance of the ability to recruit quality employees for the Human Resources Department is one of the factors in improving professional human resources, and recruitment problems can be resolved well, thus reducing existing issues. This study aims to determine the strategy of recruiting quality employees at the Quest Prime Hotel
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Dissertations / Theses on the topic "Recruitment and Selections"

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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.<br>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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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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Haman, Francois. "Oxidative fuel selection and muscle recruitment in shivering humans." Thesis, University of Ottawa (Canada), 2004. http://hdl.handle.net/10393/29110.

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During environmental cold exposure in adult humans, a decrease in core temperature can be prevented by increasing heat production (H&dot; prod) via shivering thermogenesis. The main purpose of this thesis was to determine the effects of changes in carbohydrate (CHO) availability and shivering intensity on oxidative fuel selection and muscle recruitment during cold exposure. Using a combination of metabolic and electrophysiological approaches, fuel selection and EMG activity were quantified: (i) during low-intensity shivering (LOW) in individuals with normal (N), low (LO) and high CHO availabil
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Kanwar, Samina. "The role of selectins in leukocyte recruitment in vivo." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1998. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp04/nq31040.pdf.

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Chertova, Evgeniya. "Internetbaserad rekrytering: mål, möjligheter och praktiker : En fallstudie av urvalet vid rekryteringen av sommarvikarier i Luleå kommun." Thesis, Umeå universitet, Sociologiska institutionen, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-58673.

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The purpose of this study is to examine web-based recruitment to short term summer jobs at the SocialServices Department in Luleå municipality in Sweden. Recruitment goals, selection options on therecruitment homepage Offentliga Jobb and recruitment practices were analysed in order to reach a deeperunderstanding of the interactions between these three levels in the selection process. Pre-selection throughOffentliga Jobb was a special concern of the study. Different consciousness levels in the selection process areemphasised according to Anthony Giddens' structuration theory. Ten recruiters fro
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Bhaur, Amer, and Jakub Mulač. "Dimensions of Enterprise Hypocrisy with Specifics to Recruitment & Selection." Thesis, Umeå University, Umeå School of Business, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-1222.

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<p>The increase in white-collar crimes has become a common feature around the globe and</p><p>its impact has left many conglomerates despaired affecting businesses, economies,</p><p>employees and families that are somehow related to these organizations. The famous</p><p>money laundering and accounting scandals such as; Parmalat, Adelphia, Yukos Oil</p><p>Company, Qwest Communications International, Tyco, and WorldCom, are true bitter</p><p>realities of the corporate world. The dilemma is costing enterprises great amounts of</p><p>money to set the image right that keeps on getting wrong. People
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O'Meara, Bernard Raymond, and mikewood@deakin edu au. "The recruitment and selection of Vice-Chancellors for Australian universities." Deakin University. Bowater School of Management and Marketing, 2002. http://tux.lib.deakin.edu.au./adt-VDU/public/adt-VDU20060818.101656.

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This study addresses the gap in our understanding of the processes used to recruit and select Vice-Chancellors for Australian Universities. There are presently 39 recognised Universities in Australia and between them they provide the nation with the academically qualified leaders of the future. As such one would expect that not only would they be the vessels of our knowledge, but also that they would be managed and led in ways that were similar to those in use in the private sector. The changes that have taken place in the higher education system have meant that additional pressures have be
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Feichtinger, Benjamin, and Christian Hörold. "Recruitment and Selection : The way of finding future talented leaders." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-43642.

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Hiring the wrong leader can have disastrous effects on the productivity, moral, time and budget of an organization. In fact, a gap of leaders will arise in the next years, which makes it necessary to know and use the right strategies for attracting and selecting the appropriate future leaders who have the ability to successfully lead a company. Therefore, recruiting and selecting the right leaders is an important challenge for all organizations worldwide. How can they find, attract and choose people to become leaders? To answer this question, this Thesis looks at the whole process of hiring fu
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Sutherland, Robert John Davidson. "Internal and external labour markets : a synthetic approach." Thesis, Leeds Beckett University, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.324517.

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The elevenp apersa ssociatedw ith this submissionre flect a researchp rogrammeth at has as its centralc onceptualf rameworka synthesiso f the traditionally competing perspectiveosf the 'externalla bour market'andt he 'internall abourm arketýT he Holt and David 'stock! and 'flow' model of the former is integrated with Doeringer and Piore'sm odelo f labour allocationa nd utilisation within the organisationto createa 'syntheticp aradigmt!h at offers, it is argued,a moreh olistic insighti nto the operation of labour markets.O ne especialc onsequenceo f the use of this paradigm is the opening up of
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Pearson, Marion Louise. ""Green Acres" or "Gotham"? : rural job selection by UBC Pharmacy graduates." Thesis, University of British Columbia, 2008. http://hdl.handle.net/2429/5035.

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There is a pharmacist shortage in British Columbia that is considered particularly acute in rural and remote locations. As a result, the Faculty of Pharmaceutical Sciences at the University of British Columbia has increased enrolment from certain geographic areas, assuming that students will return to these areas on graduation. The main objectives of this study are to determine where pharmacy graduates take their first jobs and the factors that influence their selection of job location. Survey methodology was used, with a written questionnaire being administered to the Class of 2007 after a va
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Books on the topic "Recruitment and Selections"

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Currie, Julia. Recruitment & selection. Open College, 1995.

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Plumbley, Philip. Recruitment and selection. 5th ed. Institute of Personnel Management, 1991.

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Marcotte, Paul. Recruitment and selection. ISNAR, International Service for National Agricultural Research, 1990.

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Aminuddin, Maimunah. Recruitment, selection & induction. Malayan Law Journal Sdn. Bhd., 2006.

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Services, Incomes Data, ed. Recruitment. Institute of Personnel Management, 1990.

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Anderson, G. C. Personnel selection and recruitment. University of Strathclyde Business School, 1986.

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Sparrow, Paul. International recruitment, selection, and assessment. Chartered Institute of Personnel and Development, 2006.

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1944-, Catano Victor M., ed. Recruitment and selection in Canada. 3rd ed. Nelson, 2005.

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Tim, Payne, ed. Competency-based recruitment and selection. Wiley, 1998.

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Sparrow, Paul. International recruitment, selection, and assessment. Chartered Institute of Personnel and Development, 2006.

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Book chapters on the topic "Recruitment and Selections"

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Burchill, Frank, and Alice Casey. "Recruitment and Selection." In Human Resource Management. Macmillan Education UK, 1996. http://dx.doi.org/10.1007/978-1-349-24806-3_8.

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Opute, John E. "Recruitment and Selection." In HRM in Africa. Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-47128-6_2.

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Donaldson, Bill. "Recruitment and Selection." In Sales Management. Macmillan Education UK, 1998. http://dx.doi.org/10.1007/978-1-349-26354-7_12.

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Attwood, Margaret, and Stuart Dimmock. "Recruitment and Selection." In Personnel Management. Macmillan Education UK, 1996. http://dx.doi.org/10.1007/978-1-349-13939-2_3.

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Bratton, John, and Jeffrey Gold. "Recruitment and Selection." In Human Resource Management. Macmillan Education UK, 1994. http://dx.doi.org/10.1007/978-1-349-23340-3_6.

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Costen, Wanda M. "Recruitment and Selection." In The Encyclopedia of Human Resource Management. Pfeiffer: A Wiley Imprint, 2012. http://dx.doi.org/10.1002/9781118364741.ch74.

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Gold, Jeffrey. "Recruitment and selection." In Human Resource Management. Macmillan Education UK, 1999. http://dx.doi.org/10.1007/978-1-349-27325-6_7.

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Bryson, Jane, Susan James, and Ewart Keep. "Recruitment and Selection." In Managing Human Resources. John Wiley & Sons, Inc., 2015. http://dx.doi.org/10.1002/9781119208235.ch7.

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Statt, David A. "Recruitment and selection." In Psychology and the World of Work. Macmillan Education UK, 1994. http://dx.doi.org/10.1007/978-1-349-23652-7_11.

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Lievens, Filip, and Derek Chapman. "Recruitment and Selection." In The SAGE Handbook of Human Resource Management. SAGE Publications Ltd, 2019. http://dx.doi.org/10.4135/9781529714852.n9.

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Conference papers on the topic "Recruitment and Selections"

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Sidi Boubacar, Zeidane, and Faissal Ouardi. "Automating Recruitment Process Using NLP and Deep Learning: A Novel Approach for Accurate Candidate Selection." In 2024 World Conference on Complex Systems (WCCS). IEEE, 2024. https://doi.org/10.1109/wccs62745.2024.10765542.

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Lodra, Raynald Samuel, Tyaga Padhana, and Desi Maya Kristin. "The Impact of Artificial Intelligence on Recruitment and Selection for Human Resource Management: A Systematic Literature Review." In 2024 International Conference on ICT for Smart Society (ICISS). IEEE, 2024. http://dx.doi.org/10.1109/iciss62896.2024.10751529.

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Balanescu, Ramona cristina. "THEORETICAL AND PRACTICAL INSIGHTS ON THE IT STAFF RECRUITMENT AND SELECTION." In eLSE 2020. University Publishing House, 2020. http://dx.doi.org/10.12753/2066-026x-20-157.

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The field of staff recruitment and selection has started to evolve, change, and adapt to the modern labour market trends. For a staff recruitment and selection process to be performed under optimal conditions, the technology, legislation, economic environment and generation evolution must be considered. The main purpose of the recruitment process is to draw inside the organisation the human resources, acknowledged nowadays as the factor of paramount importance for the organisation survival and competitiveness. The human resources are one of the largest organisation investments. The IT industry
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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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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 wi
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Beqiri, Theranda, Gonxhe Beqiri, and Vlora Berisha. "Impact of AI in Human Resource Management (HRM), Focusing on Recruitment and Selection." In 9th FEB International Scientific Conference. University of Maribor Press, 2025. https://doi.org/10.18690/um.epf.5.2025.38.

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Integrating Artificial Intelligence (AI) in Human Resource Management (HRM) has transformed traditional HR practices, enhancing efficiency and decision-making through data-driven insights. This study investigates the impact of AI on HRM practices, specifically focusing on its influence on recruitment processes and the barriers faced by job seekers in this evolving landscape. A structured questionnaire was distributed to HR professionals and job seekers across various industries. The questionnaire aimed to assess perceptions of AI's effectiveness in recruitment, its role in decision-making, and
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Natarajan, Neil. "Human-AI Collaboration in Recruitment and Selection." In Thirty-Second International Joint Conference on Artificial Intelligence {IJCAI-23}. International Joint Conferences on Artificial Intelligence Organization, 2023. http://dx.doi.org/10.24963/ijcai.2023/819.

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My research focuses on using algorithmic systems alongside human collaborators to outperform either humans or machines individually. I specialize in human-machine collaboration in recruiting and selecting talented groups of people.
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Briciu, Victor-Alexandru, Arabela Briciu, and Andreea-Cristina Catargiu. "THE USE OF ARTIFICIAL INTELLIGENCE IN RECRUITMENT AND SELECTION PROCESSES. EVIDENCE FROM CORPORATE RECRUITERS." In 10th SWS International Scientific Conferences on SOCIAL SCIENCES - ISCSS 2023. SGEM WORLD SCIENCE, 2023. http://dx.doi.org/10.35603/sws.iscss.2023/s10.50.

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Globalization and the evolution of technology have put a lot of pressure on organizations to reshape and update themselves, and there is an upward trend in terms of organizations adapting to technology, especially the use of Artificial Intelligence (AI) in business. Currently, a recruitment process is largely carried out by recruiters who review CVs, online profiles and other sources to find suitable candidates for vacancies. Because employees have limited skills, keeping up with all the necessary tasks is not an easy job and usually time-consuming for each recruiter. In Romania, AI represents
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"Recruitment, selection and alignment of spatial language strategies." In ECAL 2011: The 11th European Conference on Artificial Life. MIT Press, 2011. http://dx.doi.org/10.7551/978-0-262-29714-1-ch116.

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Gujuman, Lucia, Lilia Sava, Serafima Sorochin, and Tamara Mardari. "The specific of IT Recruitment and what is the biggest challenge for an IT Recruiter." In 11th International Conference on “Electronics, Communications and Computing". Technical University of Moldova, 2022. http://dx.doi.org/10.52326/ic-ecco.2021/ks.08.

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Recruitment includes the process of sourcing, attracting, interviewing, selecting, hiring and onboarding employees. In other words, it involves everything from the identification of a staffing need to filling it. Finding good, loyal employees is hard. IT Recruitment puts emphasize more on sourcing. It assumes that IT companies need to find their candidates, not just waiting for applicants. Because in IT industry the jobs are looking for candidates, not viceversa. So, the purpose of this topic is to explain why IT Recruitment is so different from other industries and what is the biggest challen
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Reports on the topic "Recruitment and Selections"

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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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Santiago, Ana, and Mariana Alfonso. Selection into Teaching: Evidence from Enseña Perú. Inter-American Development Bank, 2010. http://dx.doi.org/10.18235/0008836.

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Having a good teacher is the most important school-related factor for student achievement, to the point of closing the gap between low and high-income students. However, the empirical literature is almost silent regarding teacher selection. This paper estimates a teacher selection model using recruitment data from Enseña Perú, a program that recruits top university graduates from all majors and places them in vulnerable schools. Our results suggest that candidates with volunteering experience and who finished their college degree in the top third of their class are significantly more likely to
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Shelton, Sara. Strong Leaders Strong Schools: 2010 School Leadership Laws. National Conference of State Legislatures, 2011. http://dx.doi.org/10.59656/el-sb2176.001.

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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
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Kim, Hyuncheol Bryant, John Y. Zhu, and Hyunseob Kim. The Selection Effects of Part-Time Work: Experimental Evidence from a Large-Scale Recruitment Drive. Federal Reserve Bank of Chicago, 2022. http://dx.doi.org/10.21033/wp-2022-51.

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Yusrina, Asri, Emilie Berkhout, Daniel Suryadarma, and Luhur Bima. Can the Teacher Professional Education Admission Criteria in Indonesia Predict Teacher Performance? Research on Improving Systems of Education (RISE), 2023. http://dx.doi.org/10.35489/bsg-rise-ri_2023/055.

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Studies find that effective teachers raise student test achievement and lead to higher future earnings for the students (Chetty et.al, 2014; Hanushek, 2011). Teacher selection and the criteria used in making the selection are important because they aim to identify such effective teachers. Identifying teachers with such potential is relatively more cost-effective than other policies applied after the teachers have teaching jobs (Klassen and Kim, 2019; Hobson et al., 2010). Many studies focus on selecting teachers based on the information collected at the time of hire to predict student outcomes
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Karam, Sofia, Morteza Nagahi, Vidanelage Dayarathna, Junfeng Ma, Raed Jaradat, and Michael Hamilton. Integrating systems thinking skills with multi-criteria decision-making technology to recruit employee candidates. Engineer Research and Development Center (U.S.), 2021. http://dx.doi.org/10.21079/11681/41026.

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The emergence of modern complex systems is often exacerbated by a proliferation of information and complication of technologies. Because current complex systems challenges can limit an organization's ability to efficiently handle socio-technical systems, it is essential to provide methods and techniques that count on individuals' systems skills. When selecting future employees, companies must constantly refresh their recruitment methods in order to find capable candidates with the required level of systemic skills who are better fit for their organization's requirements and objectives. The pur
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Smith, Emil. Exploring School Culture: Technical report for data collection. Aarhus University, 2021. http://dx.doi.org/10.7146/aul.507.

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The following is a description of the process of selecting and recruiting schools, classrooms and teachers for the completion of the Exploring School Culture (ESCU) survey. The ESCU-survey was part of the “Exploring School Culture” research project, funded by the Velux foundation. The survey was collected among Danish 6th and 9th students and their respective mathematics and Danish teachers, during the first half of 2019. The following topics will be addressed: Survey development and validation Sampling process Recruitment Non-response Comparison of respondents to full population of students T
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Reimer, David, Astrid Olsen, Bent Sortkær, and Rie Thomsen. Reducing inequality in access to Higher Education in Denmark: Technical report for Nextstep 1.0 intervention and data collection. Aarhus University, 2024. http://dx.doi.org/10.7146/aul.511.

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The aim of the project Reducing Inequality in Access to Higher Education1 was to raise the university application rate for upper secondary students whose parents did not them-selves have a university degree. The project implemented an information intervention, and his technical report outlines the procedures involved in designing that the interven-tion called NextStep 1.0. It includes the selection and recruitment of schools, as well as the development of a survey for both students and counsellors and the creation of role model videos which was implemented in the intervention. The project Redu
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Crockford, Julian. Pre-HE Mentoring Programmes: Rapid Evidence Review. Sheffield Hallam University, 2023. http://dx.doi.org/10.7190/steer/pre_he_mentoring.

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This is a rapid review of a sample of evaluation reports concerning pre-HE (outreach) mentoring programmes for young people. The report identified a number of key practical and implementation issues associated with the impact of mentoring programmes, including the targeting, selection and recruitment of mentees and mentors, the role of mentor training, and how mentoring is understood to deliver its objectives (either as a delivery mechanism for other programme elements, or itself the key mechanism of change). The report goes on to provide an overview of the evaluation approaches adopted across
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